Staff absences from illness is, unfortunately, one of those things that every business has to deal with. Though inevitable, it can still be frustrating, as they interrupt projects and workflow, generally making an organisation less productive than it otherwise could be. Additionally, presenteeism, where employees work while unwell, can cost up to £4000 per employee yearly, further impacting productivity. Employee assistance programmes (EAPs) can serve as crucial resources for addressing both mental and physical health concerns, promoting a proactive approach to employee wellbeing.
However, the good news is, although employees calling in sick is largely out of your hands, it’s not completely out of your control; there are a number of things you have influence over that can help cut down the number of staff absences and sick days. One of the most effective measures is implementing a clear, well-communicated reporting procedure for sick leave, which helps avoid misunderstandings and ensures a smoother process.
With that in mind, let’s look at a few ways to reduce sickness absence in your company:
Understanding the Issue
Sick leave is a significant concern for organizations worldwide, resulting in substantial financial costs and decreased productivity. In the United States, for example, sick leave costs companies billions of dollars each year. Public sector workers tend to take a higher proportion of sick days than their private sector counterparts, making it a pressing issue for governments and taxpayers. To address this problem, it’s essential to understand the underlying causes of sick leave, including legitimate health issues and potential abuse of the system.
Create a healthy working environment for employee satisfaction
Firstly, ensure you’re doing everything within your power to provide a working environment that prevents sickness and injury. Long term sickness absence, defined as a period exceeding 28 days, requires active management by involving various stakeholders, such as HR and healthcare professionals, to support the affected employee and maintain their connection to the workplace during their absence. This includes incorporating healthy workspace features such as natural light and plants, which contribute to employee wellbeing and create a more pleasant and health-conscious environment.
Air Quality – Poor air quality guarantees that any bug makes its way around the office will do so quickly. To combat this, ensure you have proper ventilation and regular-cleaned air filters.
Ergonomics – Invest in desks, chairs, and other equipment that promotes proper posture. This will prevent backaches, neck problems, and other strains that might cause employees to take time off.
Fresh Water – Provide fresh, cool, filtered water. Keeping hydrated helps aid concentration, reduces stress and prevents headaches. Plus, it flushes toxins out of the body, giving the immune system a hand.
Hand sanitiser – Placing hand sanitiser around the office encourages employees to use it, preventing the spread of bacteria.
Remote work
Recognizing both physical health and mental health challenges is crucial in creating a healthy working environment. Provide the option to work at home, if possible. This is ideal for someone coming down with something, as they won’t then come into the office and infect everyone else! Plus, such a compromise means they’re still able to be productive in some capacity, while feeling ill. This also helps alleviate the pressure employees often feel to work while sick due to workload concerns.
Flexible working
Similarly, offer flexible working conditions for employees with families to help them achieve a good work life balance. This is especially helpful at particular times of the year, like school holidays and, ironically, when the kids go back to school, when parents can feel overwhelmed. Offering flexible working conditions gives them the option to adapt to circumstances, instead of simply taking sick leave.
More importantly, such employees will feel cared for and empathised with, which can go a long way to preventing stress and subsequent illness.
Promote mental health
The healthier your staff, the more robust their immune systems and the better they’ll handle stress. A few simple, but effective, ways to do this include proactive health management, which focuses on preventing health issues before they arise rather than reacting to them after the fact. Ensuring these health initiatives are in place can significantly enhance overall employee satisfaction.
Organising a discount for, or even subsidising, membership at a nearby gym or health club.
Arranging to have a fruit basket delivered frequently.
Arranging discounts at nearby healthy food eateries. Better yet, every so often, treat everyone to a healthy lunch.
Effective Sickness Policy
A well-crafted sickness policy is crucial in managing absences and reducing sick leave. A clear policy should outline the procedures for reporting absences, the criteria for legitimate sick leave, and the consequences of abusing the system. Employers should also consider offering paid sick leave, which can motivate workers to stay home when they’re sick, reducing the risk of spreading illnesses to colleagues. Additionally, a sickness policy should include provisions for supporting employees with mental health issues, such as access to employee assistance programs and occupational health services.
Managing Absences
Effective absence management is critical in reducing sick leave. Employers should maintain accurate records of absences, including the reasons for absences and the duration of leave. This information can help identify patterns and trends, enabling employers to develop targeted interventions to address underlying issues. Employers should also consider implementing flexible working arrangements, such as telecommuting or flexible hours, to help employees balance their work and personal responsibilities, reducing the likelihood of absences.
Provide incentives for those who don’t take sick leave
Every organisation has a few employees that take very few sick days, if any at all, toughing it out where others had opted to call in – yet they’re never recognised for this. Instead, why not find a way to reward such people? This could be with something as simple as a gift voucher, or something more significant, like a bonus or increasing their holiday allowance for the following year.
Returning to Work
Returning to work after a period of sick leave can be challenging for employees. Employers can support employees by providing a phased return to work, which allows employees to gradually resume their duties. Employers should also consider offering occupational health services to help employees manage their physical and mental health. A return-to-work interview can also be beneficial in discussing any concerns or issues the employee may have, ensuring a smooth transition back to work. By providing a supportive environment, employers can help reduce the likelihood of future absences and promote a healthy work-life balance.
