Absence makes the heart grow fonder | Is that true in the workplace?

Year on year absence levels in the labour market have been steadily rising. A CIPD Health and Wellbeing at Work Report, supported by Simplyhealth has revealed the highest sickness rate for over a decade. The report details the average rate of employee absence was 7.8 days per employee each year.  Unsurprisingly mental ill health was the leading cause, responsible for 63% of cases.

Absenteeism can have a significant impact on businesses. Operational disruption typically leads to an overall drop in performance, finance, employee morale and end user satisfaction. 

So why is this? Why are people now suffering worse ill-health than ever before?

The last few years have created a different working environment than historical norms. Many businesses were propelled into a format that was alien to them when the nation was forced to isolate and work from home. The sudden nature created a delay for some businesses in implementing suitable structures to support positive health and wellbeing.

Mental health complaints have risen exponentially following the disruption caused by the pandemic, creating less human interaction and extra pressures that some individuals had placed upon them due to additional workloads. Colds, flu and Covid have attributed to the steady increase combined with greater chronic conditions. 

Over the years we have seen a rise in awareness for many conditions that may have once been unspoken, misunderstood, or hidden by those suffering. Through society changes, media campaigns, and openness of these conditions, they are now at the forefront rather than hidden in the shadows. 

There are likely to be multiple factors that have attributed to the rise in ill-health, but one thing is clear, absences are impacting businesses more than ever. 

What can employers do to overcome and prevent absences?

1) Raise Awareness

Educate about the signs and symptoms of poor health and provide appropriate signposting.

2) Promote Open Communication

Encourage a culture where employees feel comfortable discussing their health without fear of stigma and reprisal. 

3) Provide Resources

Offer access to health resources such as Employee Assistance Programs (EAPs).

4) Training for Managers

Equip all line managers, particularly lower organisational structure managers with the skills to recognise the signs of poor health and how to provide appropriate support.

5) Flexible Working Arrangements

Allow flexible working hours or remote work options to help employees maintain a healthy work-life balance. 

5) Model Healthy Behaviours

Mangers should lead by example and demonstrate how the bushiness fosters prioritising work-life-balance, and overall wellbeing.

6) Reduce Workload and Stress

Ensure workloads are manageable and provide support during high-stress periods. 

Sills & Betteridge Employment Law Team provide specialist advice on non-contentious HR and employment matters, policies and procedures and complex, contentious tribunal cases from their large network of offices in Lincolnshire, Yorkshire and the East Midlands. For details of the team, their specialisms and contact details please see here.

Photo by Pavel Danilyuk