Integrate your Leave & Absence Software

If you have a stand-alone leave and absence solution, integrating it to the rest of your HR management stack can allow you to automate many of your HR processes and get better visibility and insights on your workforce.

With PeopleSpheres you can:

• Manage PTO requests without leaving the platform
• Cross-reference training certifications to backfill when someone is on leave
• Personalize and target communication regarding changes to leave policies to the right group of employees
• Report on absenteeism and attendance trends that are impacting your business using the built-in report writer or by integrating your own HR analytics software
• See who on your team is on leave, in the office, or working remotely at any time
• Display a customized leave and absence dashboards on your PeopleSpheres platform
• Seamlessly calculate payroll by automating data transfer to your payroll system
• And more

Without a leave and absence software in place, you can’t easily account for an employee’s availability. With little insight to who is on leave during a certain holiday season, for example, workforce planning will be more challenging than it needs to be.

Leave management can be used for capacity planning by tracking the amount of leave taken by employees over a given period of time. This can help you anticipate periods where you may have a higher or lower number of employees available and adjust your staffing levels accordingly. Additionally, you can use leave management software to set limits on the amount of leave that can be taken at certain times, such as during busy periods, to help ensure that you have enough staff on hand to meet demand.

High absenteeism (especially unscheduled absenteeism) can be a sign of low levels of engagement, burnout, or lack of well-being. The opposite can also be a red flag. When employees are at work for longer than is required or when they are feeling sick (presenteeism), you have increased risk of errors, accidents, or spread of illnesses in the workplace as well as decreased levels of productivity.  Both extremes can become a cost or even a liability to the organization. 

To strategically monitor your absenteeism rate and identify presenteeism, you can use a combination of tracking tools and data analysis. For example, you can use absence management or time software to record the number of hours worked by each employee, as well as the number of absences they have taken. You can then use this data to identify patterns and trends, such as periods where absenteeism is higher or employees are consistently coming in late or leaving early. This information can help you identify and address any underlying issues that may be contributing to these trends.

If employees are constantly asking their managers or HR questions about their leave policy, it’s because leave policies tend to be complex and unclear (or worse, unwritten).

 To set clear leave policies and communicate them effectively, it is important to be thorough and specific about what is and is not allowed under your policies. This may include things like the types of leave that are available (e.g., vacation, sick leave, personal days), the amount of leave that can be taken, and any restrictions or requirements (e.g., advance notice, documentation). You should also provide clear guidelines on how to request and schedule leave, as well as any rules or procedures that must be followed. Communicating your policies clearly and consistently will help ensure that all employees are aware of their rights and responsibilities when it comes to taking leave.

Tip: Leverage your leave and absence software to set clear leave policies and guidelines for employees to better understand when they can or can’t take time off.