The summer holiday season can be stormy for employers, especially for small businesses. Unauthorised absences, inappropriate behaviour, increased illness … all need to be managed carefully. A readily accessible tool highlights the issue: social media.

Many of us are quick to post updates on our social media feeds – maybe highlights of our day out or fabulous photos of dinner at our favourite restaurant. In the UK alone, there are 56.2 million social media users, equating to almost 83% of the population. (DataReportal, Feb 2024)

With this in mind, it’s no surprise that social media is catching out those taking unauthorised time off.

Summer Social Media Mistakes

Each of these examples has happened!

• Holiday photos

Calling in sick to go on holiday is common …  however, one person off with ‘flu posted selfies on a Spanish beach as they enjoyed the sunshine.

• Active updates

One employee’s bad back resulted in legitimate time off … however photos of their summer diving trip during this period undermined their credibility.

• Unexpected locations

A worker loaded images of her and her family in Disneyland … taken during her time off sick.

• Inappropriate behaviour

One employee live-streamed themselves on a lads’ holiday to Ibiza … mentioning their employer and tagging colleagues.

• Creative excuses

Someone asked for time off for personal reasons due to a family emergency … but his social media feed showed he was at a music festival.

(Sources: Metro, HR News, Mumsnet, ukbusinessforums,.co.uk, HRD Australia)

As we enter the summer holiday period and the (hopefully) better weather, instances like these are likely to increase. How can HR manage these issues? Are they as conclusive as they seem?

The solution to social media slip-ups

Let’s be clear. We don’t recommend that HR managers become online stalkers!

As with many HR issues, it’s important to communicate. Here are four steps to consider:

1. Social media suspicions – before you act, how clear is your social media information? What are the dates involved? How has this evidence come to light – does a colleague have an ulterior motive for reporting the person involved?
2. Return to work interviews – asking the reason for absences from work is a good starting point, especially if you’ve noticed patterns. Maybe school holidays are an issue, or seasonal changes to care provision? Discussing the issues involved can form the basis of a support package. Sometimes, knowing their absence is being monitored can be the deterrent needed to change behaviour.
3. Ask for medical evidence – this is a reasonable request when the explanation for absence is vague or inadequate.
4. Sensitive investigation – tread carefully! For example, if someone is off sick with mental health issues, being active or on holiday may be beneficial to them without contravening the reason for the absence from work. A person receiving long-term medical treatment may feel able to enjoy a coffee with friends.

‘It’s so easy to jump to conclusions,’ says Emma Clack of Henoem HR. ‘Social media posts can look conclusive but don’t tell the whole story. When you’re under pressure during the holiday season, it’s easy to act without thinking it through.’

Is one of your employees taking unauthorised absences?

Are you concerned about seasonal time off in your organisation?

Contact Emma for an informal chat without obligation, or cost. Explore HR solutions that make a positive difference.