Absence & burnout early warning

What it works from

• Absence event records or monthly employee-level records
• Team and manager identifiers
• Dated absence-day totals
• Employee engagement scores, where available and permitted for this use, with employee consent where required and appropriate anonymisation or aggregation to protect privacy in sensitive wellbeing analysis and avoid unsupported health inference

What you get back

• Summary of unusual absence, engagement and overtime patterns
• Comparison of flagged groups with the wider workforce
• Six-month absence projections conditional on current trends
• Team watchlist with proposed supportive interventions

Why this is expensive by hand

Absence and workload pressures can build unevenly across an organisation, leaving leaders unsure which teams need support and whether isolated concerns reflect a wider pattern. Teams under sustained pressure is the typical trigger — highlights teams whose absence, engagement or overtime patterns sit outside workforce norms. Provides a watchlist with a proposed intervention for each flagged team. Done properly it is defensible; done at pace it becomes a judgement call nobody can retrace. And "properly" usually means 1–2 weeks of manual work.

How this Skill produces it

As a Skill, the work is already sequenced. You bring the evidence, and the run produces summary of unusual absence, engagement and overtime patterns plus comparison of flagged groups with the wider workforce. The judgement is built in — how items are broken up, what standard they are held to, and where the run stops for a human review. In effect, 1–2 weeks of senior time compresses into ~15 minutes — and the output is comparable across clients, quarters and colleagues instead of shaped by whoever ran it.