Employment Regulation: Attendance Benefits – Legal Ramifications

Employment Regulation: Attendance Benefits – Legal Ramifications

In the event that you were thinking about offering your workers special benefits as incentives for having great attendance records, you then must continue reading. In fact, companies offering attendance bonuses could find themselves dropping foul of regulations.

The Royal Email introduced a benefits scheme for staff that didn’t to devote some time off sick. Beneath the Royal Mail’s structure, workers with complete attendance records had been entered right into a reward draw to earn Ford Focus vehicles or vacation vouchers well worth 2,000. As an employee incentive, it appeared to function. The Royal Email says its general sickness absence amounts fell throughout a nine-month period (between August and Apr) by 11%.

However, such strategies could have significant ramifications from a legal viewpoint, and leave companies vulnerable to a number of legal claims.


Workers could bring discrimination statements due to impairment or sex. The achievement of these statements is based on each employee’s particular conditions and requirements, whether with regards to their family, religious beliefs or health.
On the other hand, qualifying employees could bring claims to be put through detriment treatment due to asserting their statutory privileges, for instance, for:-

Period off for dependants and antenatal treatment;
Period off for research or teaching or period off for jury services
Maternity leave;
Adoption keep; or
Paternity or parental keep;

Disability discrimination might occur if, for instance, a worker had period off linked to a impairment and this had not been considered by the company under the praise scheme. The worker might declare that the failing of the company to set apart his/her lack for impairment related factors amounted to much less favourable treatment.
How can companies protect themselves from such promises?

Employers may avoid these pitfalls by including a summary of exclusions in the praise scheme, for instance, jury provider or study keep, considering any statutory privileges to period off; or
Pay bonus deals to employees linked to performance within their job instead of implementing an attendance praise.
Employers ought to be cautious with adopting an attendance reward system without legal assessment.

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RT COOPERS, 2005. This Briefing Take note does not give a extensive or complete declaration of regulations relating to the problems discussed nor would it constitute legal services. It is designed only to showcase general problems. Specialist legal services should always end up being sought with regards to particular circumstances