Employment Law Attendance Rewards - Legal Ramifications

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Employment Law: Attendance Rewards and Legal Risks


Overview

Considering rewarding your employees for perfect attendance? Proceed with caution: such attendance bonuses might inadvertently violate legal standards.

Case Study: Royal Mail

The Royal Mail implemented a rewards scheme for employees who maintained perfect attendance, offering entries into a draw for Ford Focus cars or holiday vouchers worth £2,000. This incentive appeared effective, reducing sickness absences by 11% over nine months. However, while seemingly beneficial, such schemes may expose employers to legal issues.

Legal Concerns

Discrimination Risks


Employees might claim discrimination based on disability or sex. Success in these claims often depends on individual circumstances, including family, religious, or health considerations. Potential claims could involve:

- Time off for dependents or antenatal care
- Time off for study, training, or jury duty
- Leaves such as maternity, adoption, or parental leave

Disability discrimination might occur if an employer fails to consider disability-related absences, leading to claims of unfavorable treatment.

Avoiding Legal Challenges

Employers can mitigate risks by:

- Including exceptions in reward schemes for mandatory leaves, like jury duty or study leave, in line with statutory rights.
- Offering performance-based bonuses instead of attendance-based ones.
- Seeking legal consultation before implementing attendance incentives.

Need More Information?

For tailored advice, contact our team at enquiries@rtcoopers.com.

Disclaimer

© RT COOPERS, 2005. This note is for informational purposes only and is not legal advice. Always consult a legal expert for specific issues.

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