Expert Absent Employee Investigations in the UK

Ideally, employee absenteeism would be nonexistent. However, in reality, businesses of all sizes face employees missing work. Legitimate causes include sickness, mental health challenges, or the loss of a loved one. But there are also instances where staff exploit absence policies and falsely claim sick or compassionate leave. When suspicions arise, it can be vital to initiate a discreet employee absenteeism investigation.

What is Employee Absenteeism?

Absenteeism refers to the habitual or prolonged nonattendance at work without valid explanation. The ONS reported absenteeism at record lows in 2020 (due to remote work). More recently in 2023, the CIPD noted average absence of 7.8 days per employee — the highest in over a decade.

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Legitimate Absence Causes

UK employment law allows workers leave for illness, bereavement, and caring responsibilities. Most absences are genuine, but some individuals may exploit these provisions — for instance, fabricating illness or falsely reporting a death in the family. Identifying the difference is key to protecting both staff welfare and the business.

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A Compassionate Approach to Verification

Demanding documentation such as death certificates may appear intrusive. Instead, many employers choose a more discreet and compassionate solution: engaging a private investigator. Through lawful covert surveillance, investigators can confirm whether activities during leave match an employee’s stated reasons. If suspicions prove unfounded, no harm is done, and the employee remains unaware of the investigation.

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Gathering Evidence of an Absent Employee

Unjustified absences can cause disruption and financial harm. Without proof, challenging dishonesty may become a word-against-word dispute. Evidence gathered by a private investigator — photos, video, logs of activities — provides a clear, unbiased record to support HR decisions.

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Handling Confirmed Absenteeism

If dishonesty is proven, next steps must be handled carefully. Even with evidence, employees may challenge findings. Consult with HR professionals or independent consultants before any disciplinary action to ensure compliance with UK employment law and avoid claims of unfair dismissal.

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Minimising Absenteeism

Prevention is often more effective than reaction. Strategies include:

• Clear communication of absence policies
• Offering flexible schedules
• Paid time for medical appointments
• Workplace wellbeing programmes
• Creating a transparent culture where investigations are known to occur if misuse is suspected

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Frequently Asked Questions

Is it legal to investigate an employee’s absence in the UK?

Yes, provided investigations are conducted lawfully, proportionately, and in line with employment and data protection laws. Employers must act fairly and consult HR before taking disciplinary action.

Can a private investigator check if an employee is really sick?

Yes. Investigators may discreetly monitor an employee to confirm whether their activities align with claimed sickness or injury. Evidence can support HR decisions.

Will the employee know they are under investigation?

No. Professional investigations are covert. If no misconduct is found, the employee returns to work without being aware of the check.

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