Staff Only

Back to Work Interview

We have a strict policy on absences. Your attendance is vital to the well-being of our clients and absences cannot be taken lightly. Please complete this form honestly and thoroughly.

Absence Details

Staff member *

Date you were off *

How much notice did you give? *

Write the time you called in and how long before your shift that was. For example: "Called at 06:45, 1 hour 15 minutes before shift" or "No notice given - called after shift had started".

Did you follow correct procedure when calling in? *

When calling the office to report your absence, you are required to include each of the following. Please tick whether you did or did not include each step.

Said their name

The staff member clearly stated their name when calling in.

Gave a reason

The staff member gave a clear reason for the absence.

Gave a full explanation

The staff member provided a full explanation of the circumstances.

Explained what they did to try to prevent the absence

The staff member described any steps taken to avoid the absence.

Stated when they plan to return to work

The staff member gave an expected return date or timeframe.

What was your reason for absence? *

Recovery & Prevention

Are you fully recovered? *

Is this likely to happen again? *

Did you attempt to take any remedies or do anything to try to prevent your absence to your vulnerable clients? *

If your absence was childcare related, did you try to source childcare from all avenues before being absent?

Leave blank if your absence was not childcare related.

Medical

Did you see a GP? If so, when was your appointment? *

If you saw a GP, what was their advice and observations?

Are there any adaptations that have been recommended by a GP or professional to support you?

Leave blank if no adaptations have been recommended.

Acknowledgements & Action Plan

Dependant leave policy

You cannot have time off for your daughters, sons, husbands, partners, wives, uncles, mothers, fathers, dogs, cats or other people unless they are classed as a dependant and it is an emergency. Leave will only be granted to handle the emergency itself and to put arrangements in place to continue your duty of care.

Do you understand and acknowledge this? *

Disciplinary consequences

The following may result in disciplinary proceedings or termination (disabilities are exempt):

-Multiple absences (particularly within the first 6 months of employment)
-Suspicious absences (such as absent on declined annual leave)
-Failing to report sickness through the correct procedure

We take absences very seriously, as you have a duty of care to vulnerable people with high dependency on our services.

Do you understand and acknowledge this? *

Action plan to reduce future absences

What actions will be taken to reduce the likelihood of this absence happening again? This should be agreed between the staff member and manager.

Manager conducting interview *

Date of interview *

This form will be sent to the office and saved to the staff member's attendance file.