EXCLUSIVE: Minor ailments, flu and colds have consistently been the most common cause of sickness absence, according to research by Employee Benefits.
The Employee Benefits Healthcare research 2013, which surveyed 376 HR and benefits professionals, found that 85% of respondents cited these as the most common causes, up from 78% in 2012 and 79% in 2009.
Musculoskeletal ailments remain in second place, cited by 49%, followed by personal mental health issues, such as depression and anxiety.
All three of these issues have risen up employers’ agendas over the years, with many taking steps to offer support to employees, both on a preventative and rehabilitative basis.
With sickness absence also becoming a key issue for employers, it is positive to see that 68% of respondents collate the level of sickness absence in their organisation.
However, this is a drop from the 2012 and 2010 research, when 80% and 83% of respondents, respectively, did so.
Employers often concentrate on absence and its costs as it is a visible cost with percentage of workforce figures easily attainable. Presenteeism (those staff in work but under performing and not fully meeting role requirements) tends to cost organisations around 4 times the cost of sickness absence. Putting measures in place to support those staff who are in work and before they go off sick had proven economic benefits and supports staff with both physical and mental health problems before they get to the point of sickness absence. EAP’s provide a vital supportive role but need to be well publicised and offer counselling and support as not all of us with mental health problems require actual therapy, often its support, advice and signposting form someone with the time and skills to assist. I think that getting that message across to staff if vital to encourage them to use the facilities and support programmes that as employers we put in place.
I totally agree Amanda, although there’s a lot more employers can do than just promote & publicise access to services – Once a staff member is recognised by their manager or peers as needing help, employers need to be more proactive in their approach to supporting that employee, maybe even making the step of referring them to appropriate provision – There’s a range of options available including for example Rightstepswellbeing.co.uk . Only by investing in employees health and intervening early can the damaging effects of presenteeism be effectively addressed.
Employers need to become much more proactive if they are going to reduce the costs of absenteeism and presenteeism. Although in this survey drink/drugs accounts for only 1% of the total, official statistics suggests that alcohol costs industry around £7.3million per annum, more than half of that in presenteeism. Some information and tools to reduce these costs can be found at http://www.spreade.com which is a free resource for employers.
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