Another scenario is that you might notice an employee who has had a previously good attendance record starting to be absent more. In this case, while the employee might not consciously decide to be absent more from work, over a period of time the 'illness threshold', that must be reached before they would feel too ill to go to work, can fall. The cold they might have struggled into work with during the flushes of enthusiasm for a new role might feel too much when they are going through a phase of not enjoying their role at work as much.

Many of us will have experienced this at some point and recognise the problem, even if it did not result in us actually taking an unauthorised day off work. When we are enjoying our job things seem straightforward and it is easier to get up in the morning to go to work.

When our job is less enjoyable, problems seem to occur all the time and it seems to take more energy to get out of bed. If this lack of motivation is causing a problem, then it is probably time for a frank discussion between employer and employee.

Care has to be taken in creating a balance with the management of absenteeism and lateness. To be completely intolerant of any lateness or absence €“ while expecting staff to be flexible to cover other team member's illness or stay late to manage busy periods €“ seems not to be a fair relationship between employer and employee.

Everyone falls prey to an occasional infection or stomach bug that prevents them from getting to work. People are occasionally late for work due to unforeseen circumstances. To some extent this is part and parcel of being an employer, but emerging problems will need to be dealt with rapidly.