CIPD July 2006: ‘Absence Management Tool’
http://www.cipd.co.uk/subjects/hrpract/absence/absmantool.htm?IsSrchRes=1
Produced jointly with ACAS and the Health and Safety Executive, this tool is available to members and non-members. It offers a set of four practical tools to help assess absence in your organisation.

CIPD: Absence Management Guidance
http://www.cipd.co.uk/subjects/hrpract/absence/absncman.htm?IsSrchRes=1
This fact sheet gives introductory guidance. It highlights some of the main causes of absence, provides practical information on managing sickness absence effectively, outlines the implications of legislation on managing absence and includes the CIPD viewpoint.

‘Costing of Sickness Absence’: Institute of Employment Studies, 2001
http://www.employment-studies.co.uk/summary/summary.php?id=382
Describes research to establish a sound and accessible approach to the costing of health related absences among UK employees.

‘Creating a Healthy Workplace’: Faculty of Public Health January 2006
http://www.fph.org.uk/policy-communication/downloads/publications/
reports/healthy-workplaces-report_2006.pdf
This guide highlights eight areas where employers and employees can take steps to create a
workplace that is supportive of, and conducive to good health for those who work there.
Many of the areas highlighted for action are relatively straightforward but have the potential
to make a substantial impact on the health and productivity of the workforce.

‘Current Thinking on Managing Attendance – A short Guide’
National Audit .Office, I.E.S., and Institute of Work Psychology
http://www.nao.org.uk/publications/nao_reports/04-05/0040518.pdf
This paper draws on academic and practitioner literature to summarise current
thinking and evidence on different types of absence problems and the efficacy of different solutions. It includes some examples of such approaches, and the available evidence for their effectiveness. It is directed at a practitioner audience.

‘Happiness & well-being’ Cardiff University School of Psychology
http://www.cardiff.ac.uk/psych/cpdr/index.html
The Well-being in Work Partnership was formed to take forward the recommendations of the Wales Health Work Report, which stated that the influence of health on work should be made a major research priority that needed to be informed by an evidence-based framework, but also be of practical utility and of demonstrable benefit to the people of Wales at a community level.
This work identifies psychosocial factors which appear to influence different people’s disposition to attendance at work (including ‘happiness’).

‘Healthy Work: Productive Workplaces’: The Work Foundation December 2005
http://www.theworkfoundation.com/products/publications/azpublications/
healthyworkproductiveworkplaceswhytheukneedsmoregoodjobs.aspx
Based on a series of seminars, Healthy Work, Productive Wworkplaces: Why the UK Needs More Good Jobs  brings together The Work Foundation and the London Health Commission's thinking on the relationship between health, work and productivity. It includes valuable recommendations for employers based on what works in real organisations. It calls for a new approach to management, job design, skills development and skills utilisation.

HSE: ‘The Management Standards for Work-related Stress’ March 2005
http://www.hse.gov.uk/pubns/misc714.pdf
The Management Standards represent a set of conditions that reflect high levels of health, well being and organisational performance. Following the advice on this site will enable you to identify the gap between your current performance and these conditions. It will also help you to develop your own solutions to close this gap.

National Audit Office ‘Managing Sickness Absence in the States of Guernsey’ July 2006
http://www.nao.org.uk/publications/nao_reports/chronindex.asp?type=vfm
Includes a brief guide to good practice.

National Audit Office ‘The Management of Staff Sickness Absence in the National Probation Service’ April 2006
http://www.nao.org.uk/publications/nao_reports/chronindex.asp?type=vfm
Interesting comparisons between organisations which identifies the most effective practices.

National Audit Office ‘The Management of Sickness Absence in the Prison Service’ May 2004
http://www.nao.org.uk/publications/nao_reports/chronindex.asp?type=vfm
Probably the most extreme examples, with automatic action based on Bradford Index score.

UNISON
www.unison.org.uk/acrobat/12879.pdf
Guidance for Safety Representatives which provides frightening examples of bad practice and the consequences.

Wales Audit Office ‘The Management of Sickness Absence by NHS Trusts in Wales’
http://www.wao.gov.uk/reportsandpublications  January 2004
Reports on management practices found in 2004 and makes recommendations on the sharing and spread of good practice.

Wales Audit Office ‘The Management of Sickness Absence in Further Education Institutions in Wales’
http://www.wao.gov.uk/reportsandpublications    May 2005
Includes recommendations on good practice to overcome apparent weaknesses.

Wales Audit Office ‘The Management of Sickness Absence in the National Assembly for Wales’
http://www.wao.gov.uk/reportsandpublications  September 2006
Reports on improvements being made and highlights good practices.

Welsh Assembly Government ‘The Corporate Health Standard’ 2005
http://www.cmo.wales.gov.uk/content/work/workplace/corporate-standard.htm
The Corporate Health Standard is the quality mark for workplace health promotion in Wales. It is presented in Bronze, Silver, Gold and Platinum progressive categories to public and private sector organisations implementing practices to promote the health and well-being of their employees.