We are all very fond of using absence figures as an indication of whether or not people are engaged. Bothering to turn up for work at all is quite probably a chore for people unhappy at work and with stress at work and job insecurity up, we would be forgiven for thinking that absence levels would follow suit. But they didn’t! Actually in 2009 the CIPD Absence Survey recorded the lowest ever level of employee absence. Although figures have risen slightly in 2010, they still remain below those of the economic hey day of the earlier noughties.
So can we really used absence as an indicator of engagement? Is it not more likely that frightened, disengaged staff who do not trust their employers to make fair decisions are too scared to take a day off even when they are sick let alone when they aren’t? That people secure in their jobs who believe they are valued by their employers and generally work pretty hard (in other words are engaged) feel more comfortable with taking the odd day when they are just feeling a bit under the weather?
With a government stating its commitment to get the numbers on long-term sickness absence down, the area is once again is under the spotlight. DWP and BIS recently announced they are jointly undertaking another review of sickness absence and the TUC promptly responded, vowing to fight any attempt to reduce sick pay.
A central plank of the government review is going to be to encourage more people to return to work after a period of absence. They therefore want us all the consider how we can manage this and particularly how we can manage short-term absence to prevent it becoming long-term absence, i.e. by adapting the job or flexible working. Whatever happens there are likely to be implications for employers and how they manage employee wellbeing which go beyond the current “fit note” requirements.
Time possibly therefore to think a bit more outside the box about how to keep people fit and motivated including those who might have long-term health issues as well as those who just feel they deserve the odd duvet day! Just the job for an Engagement Forum meeting which will be held on 29 March giving people the chance to debate the issues and share their knowledge.
I consider myself a completely engaged and motivated employee but have had to take sickness leave for major surgery recently and also suffered from shingles prior to my surgery. However I am motivated, have kept in touch and will be starting my phased return to work next week (7 weeks post-operatively).
This experience has highlighted to me the benefits of employee welfare after illness/surgery. I have met many women who have had the same surgery as me who have no intention of returning to work for many many weeks or even months as their employer's attitude is you are either here or off. And others who have been disciplined because they have 'exceeded' the annual sickness 'allowance'.
I am fortunate to have extensive sick pay so the motivation for me to return is not financial but a phased return provides the company with my skills and knowledge some of the time whilst I balance work and recuperation.
This is a very topical subject. With over 25 years experience in HR Management and dealing with Absenteeism, there are no easy answers. I am interested to read Diane's view on returning to work even when Sick pay is available to her. My experience is that it various for staff at various levels within the organisation, the type of work they are doing and if they are engaged/not engaged. Many employers in Ireland would advocate that the availability of sick pay can encourage employees to remain off-work for a longer period than is necessary. I also have experience of an organisation who do not have a sick pay scheme or suspended it due to abuse. Employees return to work quicker in some instances. However Social Welfare payments in Ireland are generous and therefore can encourage employees to stay out absent in paticular if they are on wages slightly above the minimum wage. They usually then apply for medical cards, rent allowance and many other benefits.
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