As the year comes to a close, HR professionals have a unique opportunity to reflect on their strategies and set a solid foundation for 2025. One area that often gets overlooked is absence and disability management. Yet, it’s an area that can significantly impact both employees’ well-being and organizational success.

Why is this so important? Because a well-thought-out absence management plan goes beyond simply meeting compliance requirements. It’s about creating a seamless process for employees and managers, reducing disruptions, and supporting long-term organizational goals.

Whether you’re refining your current plan or starting fresh, these five essential questions will help guide your review and ensure your absence and disability management strategy is ready for the challenges of 2025.

1. Are Your Policies Up-to-Date?

Clear and current policies are the cornerstone of an effective absence management strategy. Take the time to review whether your policies are:

• Well-documented: Do they clearly outline the steps employees need to take when requesting an absence?
• Easy to understand: Are the policies written in plain language, free of jargon that might confuse employees?
• Accessible: Can employees easily find this information when they need it, such as on an intranet or employee handbook?

Remember, outdated or hard-to-access policies can lead to miscommunications and frustrations for both employees and managers. Regular updates ensure your organization is aligned with current laws and employee expectations.

2. Is Your Team Engaged?

Even the best policies will fail without the buy-in and engagement of your team. Ask yourself:

• • Are managers trained to handle absence requests confidently and empathetically?
  • Do employees feel supported and understand the process when they need to take time off?
  • Does your absence management process reflect your organization’s values, such as fairness, transparency, and support?

Providing clear training and consistent communication can go a long way in ensuring that both managers and employees are engaged with the process. A well-aligned team makes the difference between an absence management plan that works and one that causes frustration.

3. Are You Prepared for Compliance Challenges?

Staying compliant in absence and disability management can feel like trying to hit a moving target. State and federal laws, such as the Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA), are constantly evolving.

Evaluate whether your organization has:

• Access to up-to-date legal resources or counsel to navigate complex cases.
• Established processes for providing reasonable accommodations.
• Adequate resources to ensure compliance with both federal and state regulations.

Failing to comply with these regulations can result in significant penalties. Being proactive about compliance not only mitigates legal risks but also reinforces trust and fairness within your workforce.

4. Do You Understand Your Data?

Data is a powerful tool for shaping your absence management strategy. Start by examining key metrics, such as:

• Absence rates: Are there patterns that suggest deeper issues, such as low engagement or burnout?
• Average duration of absences: Are there opportunities to support employees in returning to work sooner?
• Reasonable accommodation outcomes: How successful are your efforts to keep employees at work or bring them back to work?

Analyzing this data can reveal important trends, helping you address underlying issues and plan more effectively for the future. It can also highlight opportunities for improvement, such as better employee support or streamlined processes.

5. What’s Your Risk Tolerance

Your organization’s approach to absence management will depend, in part, on the level of risk you’re willing to take. Consider:

• Do you prefer a more conservative approach that minimizes risk but might involve higher costs upfront?
• Are you open to calculated risks that could improve efficiency but might expose the organization to potential challenges?

No matter your approach, having legal counsel and HR expertise available to navigate complex cases is essential. A misstep in this area can result in serious financial and reputational consequences.

How Workers’ Compensation Adjusters Can Prepare for 2025

• • Evaluate Current Processes: Ensure your reporting procedures align with updated requirements.
  • Stay Informed: Monitor changes to benefit rates and claims protocols.
  • Invest in Training: Pursue professional development opportunities to enhance your expertise.
  • Collaborate on Safety: Work with employers to improve workplace safety and reduce future claims.

Looking Ahead to 2025

As you prepare for the new year, consider how you can strengthen your absence management plan. Beyond addressing compliance and operational efficiency, this is an opportunity to build processes that truly support your employees and reflect your organization’s commitment to their well-being.

If you’re looking to deepen your knowledge and take your strategy to the next level, the Certified Professional in Disability Management (CPDM) program is designed to equip HR professionals with the tools they need to succeed in absence and disability management. This nationally recognized certification also offers professional development hours for SHRM and HRCI

👉 Learn more about the CPDM program here: https://ieatraining.org/certifications/disability-and-absence-management/

Let’s make 2025 your strongest year yet—starting with a thoughtful and effective approach to absence management.

Useful Resources

Top 3 Legal and Compliance Reasons for Integrating Your Disability Absence Management Plan
U.S. Department of Labor – FMLA Compliance Assistance
EEOC