Absence Rates Utilisation Calculator FAQ

It estimates absence rate, attendance rate, scheduled capacity remaining after absence, productive-hour utilisation and unutilised available hours.

It can be used for an employee group, team, department or other workforce population with consistent scheduling and time records.

Use any period that suits your reporting, such as a week, month or year, but ensure every input refers to that same period.

They are estimates based on entered data. They do not by themselves measure work quality, outcomes or individual performance.

An employee-day is one employee's scheduled workday. For example, 10 employees scheduled for 20 days represent 200 employee-days.

Enter the total employee-days lost under the absence definition you are using. Use the same definition for every comparison.

Use employee-day equivalents and schedules that reflect their planned working time, or calculate separately where schedules differ substantially.

This depends on your reporting policy. Planned leave is often treated separately from absence and removed from planned capacity instead; consistency is important.

They are hours your organisation records as value-adding work. The calculator does not set the definition, so use one that is consistent across the data.

Multiply the number of employees by scheduled workdays per employee.

Multiply scheduled employee-days by hours per workday, then subtract absence days multiplied by hours per workday.

Attendance rate is the share of scheduled capacity remaining after absence. Utilisation rate is the share of that remaining capacity recorded as productive.

They are available hours less productive hours, with a minimum of zero. They are not necessarily idle time because the productive-hours definition may exclude some activities.

Using available hours isolates use of capacity that remained after recorded absences. This separates absence effects from utilisation of attended capacity.

Productive hours may include overtime, temporary cover or hours outside the entered schedule, or there may be a mismatch in the underlying data.

Use the same period, absence definition, workday assumptions, employee scope and productive-hours definition for both teams.

Not automatically. Overtime may be reflected in productive hours, which can increase utilisation above 100% unless available capacity is adjusted accordingly.

Only if they are included consistently in employee count, scheduled capacity and productive hours. Otherwise, results can be distorted.

No. It measures the amount of time recorded as absence, not the reason behind it or the appropriate response.