Creating an Attendance Policy

Key points to include

As with every policy, it’s critical to clearly outline key definitions related to attendance and punctuality. For example:

• Excused vs. unexcused absences
• How you define “late”
• What is considered an early departure?
• Do the same rules apply when returning from meal or rest periods? 

After providing clear definitions that will inform the policy, it’s time to explain how you will handle issues with employee attendance and/or punctuality. Some things to consider:

• At office vs. telecommuting
• What procedures should an employee follow for excused absences?
• If an employee is running late or will be unexpectedly absent, describe the notification process. 
• How will tardiness and/or absences be handled?
• Explain the disciplinary policy (e.g. verbal warning, points system, etc.).

Why it matters

Once you’ve developed the policy information and procedures, pause and think about the motivation behind the policy. If you can articulate why the policy is helpful — rather than simply provide a list of things-not-to-do — the employee is more likely to understand that the policy is actually in their best interest. Though we’ve included this part after the must-haves, it’s best to START the policy with the “why” that supports it so your employee has a better idea of why it exists in the first place.  

For example, to highlight the benefit of the policy related to attendance and punctuality/tardiness, you might say:

It is important that you are ready to start work on time each day. As with any team effort, it takes cooperation and commitment from everyone. When you are unexpectedly absent or tardy, this can unfairly burden other employees and disrupt business operations. So we are best equipped to handle your lateness and/or absence, follow the policy below.

What’s trending

Flex time has become increasingly popular as a means to retain and attract talent, especially in the remote work culture. Flexible working arrangements allow employees to choose their own start and end times, creating an environment that helps prevent stress and burnout. If your company opts to offer flex time, that policy should clearly outline expectations. Many companies begin with a trial period to ensure it’s a good fit for the employee and role.

Additional notes

Refer to related policies when possible. This might include linking to:

• Sick policies
• Paid time off
• Remote work

While you’re perfecting your handbook, check out some other Blissbook content focused on policy creation:

• How to Write Policies & Procedures
• How to Write a Culture-First Employee Handbook