No Call No Shows (NCNS) can wreak havoc on small businesses. They leave you scrambling to fill shifts, cause service disruptions, and often signal deeper issues within your team. This guide outlines why NCNSs happen, how to respond when they do, and what preventative measures you can take to keep your workforce dependable and engaged.
What Is a No Call No Show (NCNS)?
A No Call No Show occurs when an employee fails to show up for their scheduled shift and doesn’t inform their employer in advance. It’s one of the most disruptive forms of absenteeism because it prevents managers from arranging cover in time.
Common Reasons for NCNS
Understanding why NCNSs happen can help you respond appropriately and empathetically:
1. Personal Emergencies
- Accidents, injuries, or family crises can overwhelm employees to the point where they forget or are unable to call in.
2. Local/National Events
- Natural disasters, road closures, or public transport strikes can prevent timely arrival.
3. Health Issues
- Mental health conditions like anxiety or depression, or chronic illnesses, can impair an employee’s ability to communicate or attend work.
4. Disorganization
- Some employees may struggle with time management or simply forget their shift.
5. Job Dissatisfaction
- Employees unhappy with their job may disengage and stop showing up entirely.
6. Miscommunication
- Poorly communicated schedule changes or unclear policies may result in unintentional absences.
7. Technical Issues
- Software malfunctions or phone reception problems might interfere with communication.
How Employers Should Respond to NCNS
1. Determine the Reason
- Ask the employee what happened. Validate their explanation with available evidence like medical documentation or scheduling logs.
2. Apply Consequences Consistently
- Follow your disciplinary policy. A first offense may warrant a warning, while repeat offenses might justify suspension or termination.
3. Review Legal Obligations
- Under the DOL, you can terminate for job abandonment after five consecutive NCNSs without valid reason. Always confirm this aligns with your local laws.
4. Explain Your Decision
- Be transparent about why you’re taking certain actions—this builds trust and accountability.
5. Clarify Policies
- Reinforce your absence and communication expectations with employees who commit NCNSs.
6. Document Everything
- Maintain written records of NCNS incidents and any related conversations or actions taken.
Employee Responsibilities During an Absence
Employees should be aware of their responsibilities to reduce confusion and improve accountability:
- Notify the Employer Promptly – As soon as they are reasonably able.
- Use Reliable Communication Channels – Preferably direct calls or company messaging apps.
- Confirm Message Receipt – Follow up to ensure the employer received the message.
- Provide Documentation – Supply doctor’s notes or evidence when needed.
- Give Return Updates – Keep the employer informed of recovery or availability.
- Accept Consequences – Understand the repercussions of unexcused absences.
Preventing NCNS: 6 Proven Strategies
1. Incentivize Good Attendance
Reward consistent attendance with bonuses, preferred shifts, or public recognition. Set clear expectations that repeated NCNSs can disqualify staff from these perks.
2. Improve Communication Tools
Use a centralized, reliable app like Homebase for:
- Direct staff messaging
- Shift alerts and confirmations
- ‘Cover Shift’ functionality to quickly fill absences
3. Offer Support to Struggling Employees
Create an open-door policy. Provide:
- Flexible scheduling
- Time management training
- Accommodations for health or personal needs
4. Implement a Clear Absence Policy
Your policy should include:
- How to report absences
- What qualifies as excused vs. unexcused
- The timeline for reporting
- Consequences of NCNS
Tip: Include this in onboarding and have all employees acknowledge it in writing.
5. Respect Employee Availability
Schedule employees according to their stated availability to prevent unintentional NCNSs. Tools like Homebase allow staff to update their availability easily and alert managers of conflicts.
6. Allow Self-Scheduling and Shift Swaps
Let employees take ownership of their schedule by:
- Swapping shifts with teammates
- Requesting changes in-app
- Using automated alerts to prevent schedule conflicts
Conclusion:
No call no shows are disruptive but often preventable. By understanding the root causes and implementing clear policies, empathetic communication, and reliable scheduling tools, you can minimize the impact of NCNSs on your business.
A proactive, transparent, and consistent approach will not only reduce absenteeism but also foster a more responsible, satisfied, and engaged workforce.
FAQs:
Q1: What is considered a No Call No Show (NCNS)?
A: A No Call No Show occurs when an employee misses a scheduled shift without notifying their employer in advance. It’s one of the most serious attendance issues because it leaves no time for the employer to make alternate arrangements.
Q2: Is a No Call No Show the same as an unexcused absence?
A: Not exactly. While all NCNSs are unexcused absences, not all unexcused absences are NCNSs. The key difference is the lack of prior communication in a NCNS.
Q3: How many NCNS incidents before termination is justified?
A: Policies vary, but many companies follow a “three-strike” system. However, under Department of Labor (DOL) guidelines, an employee may be terminated after five consecutive NCNSs, depending on local laws and company policy.
Q4: Can an employee be fired for just one NCNS?
A: Yes, especially if the NCNS results in major disruption or the company has a strict policy. Employers should always apply discipline consistently and consider the context of the absence.
Q5: What should an employer do when an employee doesn’t show up and doesn’t call?
A: Try to reach the employee immediately. Once contact is made or more time has passed, document the incident, determine the reason, and apply consequences according to your written absence policy.