Absence trigger

Make the trigger a review point

An absence trigger can be based on days, separate spells, a pattern or a measure such as the Bradford Factor. Its purpose is to make sure a manager reviews an attendance record at a consistent point. It does not prove misconduct, incapability or that formal action is appropriate.

The Acas guidance on trigger points is explicit that reaching one should start an absence review, not automatically start disciplinary action. The employer should tell employees how triggers work and use reliable records.

Review the circumstances behind the total

At the meeting, confirm dates and reasons, look for patterns and ask whether work is contributing. Pregnancy-related sickness must be recorded separately and excluded from review or trigger points. Check workplace injury, treatment and any other category that may need separate handling. Do not require an employee to disclose more health information than the work decision needs.

An employer may need to adjust a trigger where applying it in the ordinary way would disadvantage a disabled person. That does not require every disability-related absence to be ignored. It requires an individual, reasoned decision about reasonable adjustments, which might exclude some or all relevant absence or increase the review point.

Record a proportionate next step

The review may end with no action, agreed support, an occupational-health question, a workplace adjustment, a review period or a formal process under the employer's procedure. State what was decided, why and when it will be reconsidered.

Avoid designing a universal sanction threshold. Absence patterns and roles differ, and a numeric rule cannot weigh medical evidence, consistency or equality duties. If a trigger repeatedly produces exceptions, revisit the policy rather than expecting managers to work around it silently. A useful trigger creates timely attention while preserving the judgement needed for a fair outcome.