This essay answers the following questions.1) Why and how to manage absences proactively without harming the psychological contract?2) What advice would you give to managers for measuring the levels and the causes of absences? 3) What procedures would you recommend establishing to manage absences? You must justify your recommendations.4) How to manage the delegation of people management responsibilities to front-line managers?1) Why and how to manage absences proactively without harming the psychological contract?The psychological contract is an informal contract and not written between the employer and employee. This includes their mutual agreement on obligations to each other. This will involve certain expectations that must be strived to meet. This contract is based on trust and respect, and employees led by effective managers must have a solid understanding of what their psychological contract entails, as well as their formal written contract that can be legally enforced. All Insure it Wright employees must understand these two contracts and it is important when trying to manage an issue, such as absence, that the psychological contract is not affected. Managers have identified absences as a problem, which is having a negative impact. impact on the organization as a whole and the service it provides. This issue must be addressed as quickly as possible, so as not to affect the psychological or written contract. They experience problems with several types of absences, particularly short-term and unauthorized absences. Absences must be monitored very strictly because a significant absence will have a negative impact on the financial situation of the company. Individual...... middle of paper......: http://www.cipd.co.uk/hr-resources/factsheets/absence-measurement-management.aspx. Last accessed 20 April 2014. • CIPD staff. (2012). The role of line managers in HR. Available: http://www.cipd.co.uk/hr-resources/factsheets/role-line-managers-hr.aspx. Last accessed April 24, 2014. • 1.BLACK, C. and FROST, D. (2011) Health at work: an independent review of sickness absence. Cm 8205. London: Department for Work and Pensions. Available: http://www.dwp.gov.uk/docs/health-at-work.pdf. Last accessed April 28, 2014. • Taylor, Baldry, Bain & Ellis. (2003). A unique workplace: electronic health, sickness and absence management in UK call centers. Work, employment and society. 17 (3), 435-458• James P, Cunningham I and Dibben P. (2002). Absence management and the issues of maintaining and returning to work. Human Resources and Management Review. 12 (2), 82-94.