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    Understand and track employee sickness with edays award-winning sickness tracker

    Sickness tracking enables you to manage resources and provide support to employees better than ever.

    Sickness tracking

    Trusted by over 1,400 companies worldwide.

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    Complete monitoring and logging of employee sickness

    Complete visibility of the sickness of your workforce. Easy-to-use sickness tracking, logging, monitoring, triggers, and alerts make managing sickness leave simple. This gives clear oversight of who is sick and when, keeping teams safe, and helping employees to return to work.

    absence management reporting software

    Champion early intervention with dashboard reporting and sickness alerts

    Champion early intervention using our dashboard reporting and sickness alerts. From sickness absence to tracking isolated employees working from home, edays gives you the tools to be proactive and prevent spikes in unplanned sickness absence. edays will also alert managers of workplace sickness cases, helping keep your team safe and productive.

    sickness management

    Health and wellbeing tools at your fingertips

    Health and wellbeing tools at your fingertips. Encourage employees to be happier and healthier with self-service access to professional health and wellbeing advice. In some countries, employees are asked to log a reason for sickness. This allows edays to send advice to sick employees on how to recover and gives managers insights into common absence reasons. Securing GP appointments can be tough. For customers in the UK, our online GP service gives your employees access to speak to a GP without leaving home.

    Read our expert guide to managing workplace sickness absence

    Staff sickness is inevitable in the workplace. Read our expert guide to managing workplace sickness absence more effectively.

    edays has enabled us to follow processes more rigorously and a big benefit is the visibility of absence throughout the organisation. The reporting functionality is used to show clearly which departments need to focus on employee engagement and wellbeing when it comes to sickness absence. It has also allowed us to keep on top of the holiday bottleneck and ensure that we have a smoother flow of absence throughout the year which is much easier to manage.

    edays is a great system that is easy to use and understand when it comes to logging sickness and booking holiday. It provides us with all the absence information we need through one screen and the system can offer expert medical advice to ill employees at the click of a button.

    Mathias Grosse, HR Officer – McClures

    We really struggled with countries using the old HRIS system, we had very little flexibility and limited functionality across HCM. With the combination of Cornerstone for booking and managing learning alongside the absence tracking and reporting offered through edays, we’ve found a solution that has saved endless hours of admin and increased employee engagement globally.



    What is sickness management?
    Sickness management refers to the process of managing sickness absences as they occur in the workplace.

    Sickness absences should always be logged, along with a reason for the absence. By doing so, recurring absences can be quickly identified and proactive steps can be taken to offer additional support to the employee.

    A clear absence management policy should also be in place as part of managing sickness. This will detail who an employee should inform if they are sick, the statutory sick pay they are entitled to, and what happens if they are sick for a longer period of time.

    Sickness management also means people managers regularly checking in with an absent employee. It may be that reasonable adjustments can be made by the employer to facilitate the employee's return to work, or their working environment or schedule going forward if they have a recurring health issue.

    What is a sickness tracker?
    A sickness tracker such as edays is a system designed to quickly record and view all absences in an organisation as they occur, providing clarity on who is off work and when.

    With edays, managers can use the Bradford Factor scoring system to calculate an absence rate on a individual, team or company-wide level.

    Triggers can also be set up to alert managers when that trigger is met. For example, if an employee is absent on three occasions over a set period of time.

    Why is sickness tracking important?
    Sickness tracking is important because it provides HR teams with an overall picture of how often absence is occurring in the workplace.

    Sickness leave can affect productivity and output, add extra strain on individuals or teams that are having to cover, and be an expensive cost to an organisation. Therefore knowing exactly how sickness absence is impacting an organisation can help to empower HR and people managers to address any issues and provide additional employee support and ensure better resource planning.

    What is short-term sickness absence?
    There is no set length of time that is considered to constitute short-term sickness absence. In the UK for example, ACAS considers short-term sickness absence to be less than a week, whereas the CIPD considers it to be less than four weeks.

    For HR, it is largely up to the preference of an organisation as set out in its absence management policy, as to what is deemed to be short- or long-term sickness absence.

    In the UK, statutory sick pay is a legal entitlement that employees have, paid for by their employer, for up to 28 weeks. Some organisations elect to provide full pay to an employee for a certain amount of time (for example for the first few days of sickness leave), before starting statutory sick pay.

    What is long-term sickness absence?
    Like short-term sickness absence, long-term sickness absence differs from organisation to organisation. If an employee has been absent from work for a lengthy amount of time, or they have a recurring illness that requires them to be off sick regularly, these situations will be discussed with the individual. Reasonable working adjustments may be necessary, and the employer can seek medical guidance and certification from the appropriate healthcare providers to determine what is best for the employee and their role.

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