It is a well-known fact that after a few weeks of festive fun, what follows is often described as the dreaded ‘January blues’. Whilst this may simply be a social term used to describe the widespread decline in mood after the Christmas season, some research has shown that there are material commercial consequences for businesses as a result of this phenomenon. ‘National Sickie Day’ is the unofficial name that has, in recent years, been coined for the first Monday in February following the January blues. This year, National Sickie Day falls on Monday 5th February 2024.
Whilst on the surface this may just be a light-hearted joke, absenteeism can be very serious for employers. UK employees were absent for an average of 7.8 days over the past year.[1] The sickness absence rate – the percentage of working hours lost because of sickness or injury – rose to 2.6% in 2022, an increase of 0.4% from 2021 and the highest it has been since 2004.[2] Typically, some of the most common reasons for employees taking time off work are related to minor illnesses, mental ill health and musculoskeletal injuries.
The impact of absenteeism can be felt by both the employee and the employer. Individuals may face a reduction in their productivity, their pay and absence-related disciplinary action. For employers, absenteeism can have direct financial consequences, such as overtime costs for those who are working, agency costs and recruitment costs. There are, however, a myriad of negative consequences that can be felt indirectly, which impact the overall profitability of the business, including increased administrative work, delayed delivery or lower-quality work and the overall team morale. Employers should aim to implement effective policies and practices in the workplace to ensure that both employees and the business are suitably protected.
What policies and practices should employers put into place?
- Implement and enforce a clear attendance policy and attendance records:
Employees should be aware of the attendance standards that are routinely expected of them. This can be achieved by ensuring an absence policy is strictly enforced, outlining absence reporting procedures and how both short-term and long-term absences will be dealt with, as well as the consequences of breaching the policy.
- Offer flexible working arrangements where possible:
Offering flexible working arrangements or hours can be an excellent tool in reducing absenteeism by providing employees with a better work-life balance. This flexibility often allows employees to better manage their personal responsibilities and in turn, reduces any work-related stress. Where employers are able to facilitate flexible working, employee job satisfaction and morale often improves and ultimately reduces absenteeism in the workplace.
- Promote a teamwork culture and open communication:
Where there is a strong emphasis on fostering teamwork in the workplace, employees are less likely to have excessive absences as they are aware of the negative impact this will have on the rest of the team. With this team mentality, employees are more likely to pick up additional work where required to assist their colleagues and consequently, the wider business operations. Employers should also promote open communication to increase employee engagement. This can be assisted by maintaining efficient internal communication where employees are able to suggest improvements where required, report problems etc.
- Focus on employee wellbeing:
Employers should consider their wellbeing strategy and how this can contribute towards reducing absenteeism. By prioritising employee health and wellbeing generally, employers are able to explore ways to reduce stress in the workplace, such as introducing a wellbeing policy or investing in employee training and development programs.
Of course, while most employees who call in sick are likely to be genuinely unwell, ‘pulling a sickie’ i.e. informing your work that you are unwell when you are not, could amount to (gross) misconduct on the grounds of dishonesty and could have the potential to cause an irreparable breakdown of the relationship of trust between the employer and employee.
We understand that absenteeism can have a significant impact on the productivity and wellbeing of your business. That is why our team of Employment Law specialists is here to provide you with personalised advice and support on how to address and manage the issue. We are committed to working closely with you to gain a thorough understanding of your unique situation and offer customised solutions that can truly make a positive difference. We invite you to reach out to us today for assistance on 0141 221 1919. We are here to help you find the best way forward.
[1] Workplace absences soar to highest level in over a decade, finds new report | CIPD
[2] Sickness absence in the UK labour market - Office for National Statistics (ons.gov.uk)
