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Description

This quarterly report lists sickness absences that fell partly or wholly in the previous 12 calendar months, and includes the number of working days lost in the 12 months as a result of each absence. For example, for a report run on 5 March 2011, the period covered is 1 March 2010 to 28 February 2011. It includes the number of working days lost in the 12 months as a result of each absence. In each case, it also shows the employee's cumulative total working days lost in the previous 12 calendar months in that position.

The following columns are shown:

  1. School (or equivalent)
  2. Institution
  3. Location
  4. Personal Ref. (personal reference no.)
  5. Title
  6. Forename
  7. Surname
  8. Position Ref. (position reference no.)
  9. Absence Start Date
  10. Full or Part Day (shows whether the first day of absence was a full day or a half day)
  11. Absence End Date
  12. Full or Part Day (shows whether the last day of absence was a full day or a half day)
  13. Over 13 Weeks Duration? ( 'Yes' if the absence duration exceeds 13 weeks up to the absence end date, or up to the run date if there is no end date, to assist with holiday accrual calculations)
  14. Working Days Lost in Previous 12 Months (the number of working days, with respect to the person's working pattern, that were lost to the absence in the previous 12 calendar months only)
  15. Cumulative Total for Previous 12 Calendar Months (by Position)

Format

CSV.

Frequency

Quarterly (the 5th of every third month).

Purpose

To enable institutions to monitor sickness absences over the last 12 months.

Who to contact

Notes

For each employee, each absence generates a separate line in the report. The ‘Working Days Lost in Previous 12 Months’ field indicates the days lost by that one absence within the 12 months, rather than the total days lost by the employee within the 12 months, whereas the ‘Cumulative Total for Previous 12 Calendar Months (by Position)’ field indicates the total days lost by the employee within the 12 months in that position.

Relevant HR Policy or Procedure