Dear Gousalya,
Identifying the root cause, counselling etc does have some effect. But in my opinion an incentive scheme will bring about a sea change.
I would recommend that you can look at a lucrative attendance incentive scheme. I have annexed a suggested attendance incentive format for your perusal. The rules for earning the incentive can be framed by you. The monetary payments are only indicative and you can modify the cash outflow depending upon your company's capacity to pay.
The sheet considers fortnightly eligibility. In other words you can permit them to avail one day leave in the first half (15 days of the month), in addition to their weekly off. If it exceeds one day they become ineligible. The same rule is followed for the second half of the month (15-16 days) as the case may be.
If the employee avails two days in either half but still restricts it to two days in a month even then you can consider granting full attendance incentive as she has not availed more than 2 days in a month.
If she avails one day in either half and avails more than one day in the other half she is eligible for attendance incentive for the period in which she restricted her leave to one day and loses attendance incentive for the other half.
If she continues to earn attendance incentive month after month, she gets an increased benefit.
If she loses attendance incentive during a period, she starts from stage one as you can see from the worksheet. This system has been very effective, as it is an extra earning for them for reporting for work without fail.
You can also include that they will earn attendance incentive only if they report for work on time (of course you can consider granting some grace time).
Regards
M.V.Kannan