February 6, 2024 - 16 min read

Employee Attendance Improvement Plan: Improving your Business Productivity

Employee Attendance Improvement Plan.
Nicolas Moore
Nicolas Moore Growth Mindset Expert

Maintaining consistent employee attendance is crucial for the success of any organization. Absenteeism can significantly impact productivity, team morale, and ultimately, the bottom line.

However, addressing attendance issues is not just about enforcing policies; it’s about understanding and supporting employees through their challenges. This is where an Employee Attendance Improvement Plan (EAIP) comes into play.

An EAIP is a structured approach designed to help employees improve their attendance through positive reinforcement, support, and clear communication.

The Basics of an Employee Attendance Improvement Plan

When it comes to managing a team, one of the challenges you might face is ensuring consistent and reliable attendance from your employees. Regular absenteeism not only affects the workflow but can also dampen the morale of the team.

This is where an Employee Attendance Improvement Plan (EAIP) steps in, offering a structured approach to address and mitigate frequent absences. Let’s delve into what an EAIP is and why it’s crucial for maintaining a healthy work environment.

What is an Employee Attendance Improvement Plan?

An Employee Attendance Improvement Plan is a formal strategy designed to help employees improve their attendance records. It’s typically implemented when an employee exhibits a pattern of unscheduled absences that negatively impact their performance and the overall productivity of the team.

The plan outlines specific goals and steps for the employee to achieve, aimed at reducing absenteeism. It usually includes:

  • Clear Expectations: Outlining what is considered acceptable attendance and the improvements needed.
  • Monitoring Period: A set timeframe during which the employee’s attendance is closely monitored.
  • Support Measures: Resources and support provided to the employee, which could include counseling, flexible work options, or assistance with personal issues.
  • Consequences: Potential outcomes if the attendance does not improve, which might range from additional training sessions to disciplinary action.

The key to an effective EAIP is not just in addressing the absenteeism but in identifying and tackling the root causes behind it.

Importance of Having a Structured Approach to Address Frequent Absences

Implementing a structured approach to manage frequent absences through an EAIP is vital for several reasons:

  • Maintains Productivity: Regular attendance is critical for maintaining the flow of work and meeting deadlines. An EAIP helps ensure that projects aren’t delayed due to absenteeism.
  • Promotes Fairness: It establishes a standard procedure for handling absences, ensuring that all employees are treated equally and know what is expected of them.
  • Improves Employee Morale: By addressing absenteeism proactively, it sends a message to the team that everyone’s contribution is valued and necessary for success.
  • Identifies Underlying Issues: A structured plan allows managers to work closely with employees to identify and address the reasons behind their absences, offering support where needed.
  • Protects the Business: Frequent absences can be costly in terms of lost productivity and the burden it places on other team members. An EAIP helps mitigate these effects and protect the business’s bottom line.

In summary, an Employee Attendance Improvement Plan is a crucial tool in any manager’s arsenal, designed to tackle absenteeism head-on.

According to the U.S. Department of Labor, almost 3 percent of an employer’s workforce was absent on any given day in 2017

By setting clear expectations, providing support, and addressing the root causes of absences, an EAIP not only helps improve attendance but also contributes to a more engaged, productive, and happy workplace.

Creating an Effective EAIP

Creating an Employee Attendance Improvement Plan (EAIP) requires a thoughtful approach that balances the needs of the business with the well-being of your employees. Here’s a step-by-step guide to developing an effective EAIP that encourages better attendance and supports your team members in overcoming their attendance challenges.

Step 1: Identify the Need for an EAIP

Before creating a plan, it’s essential to identify the employees who need it. Look for patterns of frequent, unplanned absences that negatively impact their work and the team’s productivity. Ensure that the need for an EAIP is based on objective data and consistent with your company’s attendance policy.

Step 2: Set Clear Attendance Goals

Define what successful attendance looks like for your team. This could include specific targets like reducing unplanned absences by a certain percentage within a given timeframe. Goals should be SMART: Specific, Measurable, Achievable, Relevant, and Time-bound.

Step 3: Draft the Plan

An effective EAIP should include:

  • Introduction: Explain the purpose of the plan and its importance for the employee and the team.
  • Current Assessment: Document the employee’s current attendance record and how it compares to expectations.
  • Attendance Goals: Clearly outline the attendance improvements you are aiming for.
  • Action Steps: List the specific actions the employee needs to take to improve their attendance. This could include arranging transportation in advance, adjusting their schedule, or seeking medical treatment if necessary.
  • Support Offered: Detail any support the company can provide, such as flexible working hours, remote work options, or employee assistance programs.
  • Monitoring Period: Specify the timeframe for achieving the attendance goals and how progress will be tracked.
  • Consequences of Non-Improvement: Outline the potential consequences if attendance does not improve, following the company’s disciplinary procedures.

Step 4: Communicate the Plan

Schedule a meeting with the employee to discuss the EAIP. It’s crucial to approach this conversation with empathy, focusing on support and improvement rather than punishment. Explain the reasons for the plan, the expectations, and how you’ll support them in achieving these goals.

Ensure the employee understands the plan and has the opportunity to ask questions or suggest adjustments.

Step 5: Implement and Monitor

After agreeing on the EAIP, put it into action. Monitor the employee’s attendance closely, providing regular feedback and support. Recognize and celebrate improvements to motivate continued progress.

A boss talking with an employee

Step 6: Review and Adjust

At the end of the monitoring period, review the employee’s attendance record. If the goals have been met, acknowledge the improvement and discuss ways to maintain good attendance. If not, assess the reasons and decide on the next steps, which may include revising the EAIP or moving to disciplinary actions.

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Benefits of a Employee Attendance Improvement Plan

The implementation of an EAIP brings a multitude of benefits to both employees and the organization as a whole. These plans are not only about mitigating the issues related to absenteeism but also about fostering a supportive, productive, and engaged workplace.

Here are the key benefits of deploying an EAIP:

1. Enhanced Productivity

  • Direct Impact: Regular attendance ensures that projects and tasks are completed on time, maintaining or even increasing the team’s overall productivity.
  • Indirect Impact: When employees are consistently present, there’s a smoother workflow, as tasks don’t need to be redistributed or postponed due to unexpected absences.

2. Improved Employee Morale

  • Team Cohesion: Consistent attendance reduces the burden on other team members who might otherwise have to pick up the slack, leading to a more harmonious and cooperative team environment.
  • Recognition of Effort: Employees who make an effort to improve their attendance feel recognized and valued, which can boost their morale and engagement with their work.

3. Reduced Costs

  • Lower Turnover Costs: By addressing the root causes of absenteeism and providing support, companies can improve employee retention, reducing the costs associated with hiring and training new staff.
  • Decreased Overheads: Regular attendance reduces the need for temporary staffing or overtime pay, thereby lowering operational costs.

4. Increased Reliability and Predictability

  • Planning and Scheduling: With more predictable attendance patterns, managers can schedule work more effectively, ensuring that deadlines are met and resources are optimally allocated.
  • Customer Satisfaction: Reliable attendance leads to consistent service delivery, which can enhance customer satisfaction and loyalty.

5. Supportive Workplace Culture

  • Encourages Open Dialogue: Implementing an EAIP fosters a culture where employees feel comfortable discussing their challenges, knowing they will receive support rather than immediate disciplinary action.
  • Promotes Wellness: By acknowledging and addressing the personal or health-related issues that may contribute to absenteeism, organizations show a commitment to the well-being of their employees.
  • Adherence to Laws: A well-structured EAIP helps ensure that the organization complies with employment laws related to absenteeism, reducing the risk of legal issues.
  • Documentation for HR: The process of implementing and managing an EAIP provides documentation that can be crucial for HR in managing disputes or disciplinary actions fairly.

7. Enhanced Reputation

  • Employer Branding: Companies that actively support their employees through plans like EAIPs are seen as desirable places to work, attracting higher-quality talent.
  • Customer Perception: Businesses that maintain consistent operations due to reliable staff attendance can also enjoy a positive reputation among their customer base.

Implementing and Overcoming Obstacles

Implementing an Employee Attendance Improvement Plan is a critical step towards enhancing productivity and creating a positive work environment. However, the process can encounter obstacles, from resistance by employees to logistical challenges.

An employee overcoming obstacles.

Understanding these hurdles and preparing strategies to overcome them is key to the successful adoption of your EAIP. Here’s how you can go about it:

1. Ensure Clear Communication

One of the primary obstacles is often a lack of understanding or miscommunication about the plan’s purpose and expectations.

  • Solution: Begin with clear, open communication about the reasons for implementing the EAIP, emphasizing its role in supporting both the employee’s and the team’s success. Provide detailed documentation and hold a meeting to discuss the plan, allowing the employee to ask questions and express concerns.

2. Gain Employee Buy-In

Resistance from employees, often due to feeling targeted or unfairly singled out, can be a significant challenge.

  • Solution: Frame the EAIP as a supportive tool rather than punitive action. Highlight the benefits for the employee, such as improved job satisfaction and team dynamics. Encourage their input in creating the plan to ensure it’s realistic and achievable, fostering a sense of ownership and commitment.

3. Addressing the Root Causes of Absenteeism

Absenteeism can have complex causes, from personal issues to workplace dissatisfaction, that the EAIP might not immediately resolve.

  • Solution: Use the EAIP as a starting point for a deeper conversation about the employee’s needs and challenges. Offer resources such as counseling through an Employee Assistance Program (EAP), flexible scheduling, or telecommuting options, if possible. Tailoring support to the individual’s situation can help address the underlying issues more effectively.

4. Monitoring and Feedback

Continuous monitoring and feedback can be time-consuming and may be viewed as micromanagement by the employee.

  • Solution: Establish a straightforward, transparent process for tracking attendance and providing feedback. Use regular check-ins to discuss progress and adjust the plan as needed. Automate part of the monitoring process using attendance tracking software to reduce the administrative burden and focus on constructive feedback and support.

5. Maintaining Consistency and Fairness

Ensuring that the EAIP is applied consistently across all employees can be challenging, especially in larger teams or organizations.

  • Solution: Develop a standardized EAIP template that can be customized for individual needs but ensures a consistent approach to absenteeism. Train managers and HR personnel on implementing the plan fairly and objectively, reinforcing the importance of equal treatment for all employees.

Navigating the legal implications of monitoring and disciplining employee attendance, especially with medical or family-related absences protected under laws like the Family and Medical Leave Act (FMLA), can be complex.

  • Solution: Consult with HR and legal experts when developing and implementing your EAIP to ensure it complies with all relevant labor laws and respects employee rights. Make accommodations as required by law and be flexible in your approach to individual circumstances.

Case Study: Improving Employee Attendance through Strategic Intervention

Mike Smith, a dedicated employee at Tech Innovations Inc., faced significant challenges with consistent attendance due to a combination of health issues and personal responsibilities.

According to the U.S. Bureau of Labor Statistics, the number of workers who had an illness-related absence from work doubled between 2021 and 2022

His frequent absences began to affect his performance and team morale, leading to a noticeable impact on project deadlines and team dynamics. Recognizing the need for intervention, the HR department and Mike’s manager decided to implement an Employee Attendance Improvement Plan (EAIP) tailored to address his specific challenges.

Challenges Faced

  • Health Issues: Mike was dealing with a chronic health condition that led to unpredictable absences.
  • Personal Responsibilities: As a single parent, Mike had to juggle work with his children’s needs, contributing to his attendance issues.
  • Team Impact: His frequent absences put additional pressure on his team members, who had to cover for him, leading to decreased morale and productivity.

Implementation of the EAIP

  1. Initial Assessment and Plan Development: HR and Mike’s manager conducted a meeting with Mike to discuss his attendance record and the impact of his absences. They expressed their support and willingness to work with him on improving his attendance.
  2. Setting Clear Goals: The EAIP outlined clear, achievable attendance goals for Mike, including reducing unscheduled absences by 50% within six months.
  3. Identifying Support Measures:
    • Flexible Working Hours: To accommodate his health needs and personal responsibilities, Mike was offered flexible working hours.
    • Work from Home Options: On days when his children’s needs were unpredictable, Mike was allowed to work from home.
    • Health Support: The company provided additional health support services, including access to a wellness program and medical leave if needed for treatment.
  4. Regular Check-Ins: Mike’s manager scheduled monthly check-ins to discuss his progress, address any new challenges, and adjust the plan as necessary.
A happy employee working.


  • Improved Attendance: Within six months, Mike’s attendance improved significantly, with a 60% reduction in unscheduled absences.
  • Enhanced Productivity: With a more predictable schedule, Mike was able to contribute more effectively to his team, leading to the timely completion of projects.
  • Positive Team Dynamics: The team’s morale improved as the pressure of covering for absences decreased, leading to better collaboration and job satisfaction.
  • Personal Growth: Mike felt more supported and valued by the company, leading to increased loyalty and engagement in his work.

"Success is not final, failure is not fatal: it is the courage to continue that counts."

improvement plan for employee attendance Winston Churchill

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