attendance & capability

Attendance and capability issues often develop gradually and can be difficult to navigate, especially where health, absence patterns or uncertainty about next steps are involved. If these issues are not addressed clearly and consistently, they can drift into formal processes without confidence or clarity.

We work alongside leaders and HR teams to help apply policies in practice, plan the right approach and manage conversations sensitively. Our support is grounded in real world experience, helping organisations act early, communicate clearly and reduce unnecessary escalation.

Where health or wellbeing factors are relevant, we support organisations to take a thoughtful, joined up approach that considers appropriate support alongside clear next steps. 

Attendance and capability concerns often sit alongside health, wellbeing or wider personal factors. Where appropriate, we support organisations to take a thoughtful, joined up approach that balances care with clarity and supports sustainable outcomes.

This may include advising on and coordinating access to:

• Health and wellbeing assessments to better understand factors affecting attendance or capability
• Independent occupational health input, where medical insight is needed to inform decisions
• Employee assistance support, including confidential advice and short-term intervention
• Health coaching or counselling, where early, supportive input may help stabilise attendance or capability
• Reasonable adjustments and supportive measures, informed by professional insight rather than assumption
   

Our role is to help organisations respond proportionately and lawfully, while ensuring individuals are treated with dignity, care and respect.

This support is particularly valuable where attendance or capability concerns feel persistent, sensitive or complex, or where leaders would benefit from experienced, independent guidance.

It is often the right fit where:

• absence levels are increasing or becoming difficult to manage
• health or capability issues are affecting attendance or role delivery
• managers are unsure how to progress matters confidently
• there is a risk of inconsistency or delay
• early, proportionate intervention would support better outcomes
•  there is a need to balance attendance or capability concerns with appropriate health or wellbeing support 

This service sits within our Employee Relations support. Where attendance or capability issues link to performance development, support can flow into Managing Performance.

Where matters escalate or require formal processes or fact-finding, we can also support through Disciplinary & Grievance or Independent Investigations as appropriate.