National Sickness Day
‘National Sickness Day’ on 4th February is a reminder to employers on how best to tackle employee absence.
Absence in the workplace can be expensive for organisation; according to government research, illness costs the UK around £60 billion per annum. Not only does it impact financially but it can also have a negative effect on organisational culture, leading to staff disengagement and poor morale. A more recent study revealed that 27% of employees regularly ‘hide’ in the toilets at work to pass the time, collectively earning over £1.3 billion on average per year as they do!!
However some absences are unavoidable due to illness or injury, it is important to identify hidden causes at the outset.
Recurrent poor attendance can often be a symptom of a unknown, underlying problem. Examples include, workplace bullying , stress or family relationships. If you have concerns about an employee’s health or the duration of their sickness, it may also be appropriate to refer the employee to an occupational health therapist.
By identifying underlying issues early, you are more likely to be able to work with your employee to tackle the problem and be identify the most appropriate action. Demonstrating a caring, flexible but firm approach is likely to result in a more engaged, motivated and loyal workforce – so hopefully you won’t be one of those employers who are paying people to hide in the toilets!
Strategies on improving attendance at work:
- A clear well communicated Sickness Absence policy, to set out expectations, which is implemented consistently. With appropriate procedures for employees to follow if they are late or absent.
- Train managers in handling difficult conversations, and provide them with a clear support structure, and who to get advice from to help deal with absenteeism appropriately. Managers should be approachable, so that employees feel comfortable talking to them about concerns. It is important not to make any judgements on whether the absence is ‘genuine’ or not until all the facts identified.
- Identify trends and reasons for absence. Collecting data on the patterns of employee absence is essential to determining whether absenteeism is a problem in your workplace.
- Conduct return-to-work interviews every time. Research indicates that they are regarded as one of the most effective tools for managing and reducing short-term absenteeism.
- Carefully consider for medical grounds or to improve work life balance, offering flexible options; such as working from home, and/or flexible working. Allowing employees more control over their schedules can drastically reduce absenteeism.
- Consider implementing ‘Duvet Days’. These allow staff to take a maximum number of days each year at short notice and can help reduce absenteeism and improve morale.
- Ensure all employees know what support is available to them and how to access it.
With the right measures and controls, absenteeism can be successfully reduced and managed appropriatley
