Attendance compliance policy template
Clear standards for attendance and punctuality. Covers notification requirements, leave procedures, progressive discipline and legal protections — aligned with Australian workplace laws.
Attendance compliance policy
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Why attendance compliance matters
Regular attendance is essential for business operations. When employees attend reliably and on time, teams function effectively, customers are served properly and work gets done.
A clear attendance policy sets expectations, establishes fair consequences for non-compliance and protects employees' rights to legitimate leave. It provides a framework for addressing attendance issues consistently.
Without documented standards, managers may handle attendance inconsistently, leading to fairness concerns and potential claims of discrimination.
Key elements of an attendance compliance policy
What your attendance compliance policy should include
Attendance standards
Expectations for regular and punctual attendance.
Notification requirements
How employees must report absences or lateness.
Leave procedures
Proper processes for requesting time off.
Punctuality expectations
Requirements for arriving on time for shifts.
Consequences
Progressive discipline for attendance issues.
Legal protections
Recognising legitimate absences and leave entitlements.
What's included in this template
Comprehensive coverage of attendance requirements
Purpose & scope
Why the policy exists and who it applies to.
Policy statement
The organisation's expectations for attendance.
Attendance standards
Requirements for regular attendance.
Punctuality requirements
Expectations for arriving on time.
Absence notification
How to report absences properly.
Leave request procedures
Process for requesting time off.
Legitimate absences
Protected leave and genuine illness.
Monitoring and tracking
How attendance is recorded and reviewed.
Progressive discipline
Consequences for attendance issues.
Support and accommodation
Assistance for genuine difficulties.
Who should use this template?
Essential for businesses with shift workers
Legal disclaimer
This template is designed to reflect Australian workplace standards at the time of publication. It is provided as a general guide only and does not constitute legal advice.
Attendance policies must respect employee entitlements to leave under the NES and awards. You should review and tailor this template to suit your specific circumstances and seek independent legal advice.
Regulatory sources
This template is aligned with Australian workplace record-keeping requirements.
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Attendance compliance policy FAQ
- Yes. This template provides a solid foundation, but you should tailor it to reflect your specific time recording systems, pay cycles, and any applicable modern award or enterprise agreement requirements.
- Distribute the policy during onboarding for new employees and via email or team meetings for existing staff. Have employees sign an acknowledgement form. Using time and attendance software can help automate compliance and reminders.
- Under the Fair Work Act, employers must keep accurate records of hours worked, including start and finish times, breaks taken, and overtime. Records must be kept for 7 years and be readily accessible for inspection. Learn more about how to track employee hours effectively.
- Inaccurate records can result in underpayment or overpayment of wages, breach of award conditions, and penalties from the Fair Work Ombudsman. In disputes, employers without accurate digital records face adverse inferences.
- Address attendance issues promptly and fairly. Document patterns of lateness or absence, meet with the employee to understand causes, provide support where appropriate, and follow progressive discipline if issues continue.
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Disclaimer
This document is a general HR template provided for informational purposes only. It is not legal advice and may not reflect the latest changes in legislation or apply to every workplace situation. RosterElf Pty Ltd and the template provider accept no liability for any loss arising from reliance on this document. Users should seek independent legal advice and customise the template to ensure it complies with all relevant laws, awards and workplace requirements.