Effects Of Presenteeism In The Workplace: Hidden Costs Of Presenteeism To Employers

The effects of presenteeism in the workplace (or sickness presence), as defined by ACAS, is someone “increasingly reluctant to take time off for illness” and ultimately “attending work when unwell and not fully functioning may also be affecting productivity”.

Presenteeism Statistics In The UK

86% of respondents have observed presenteeism at work in the past year, whereas in 2016, it was 72% and only 26% in 2010. Despite current figures for employee presenteeism, very few organisations have attempted to deter sickness presenteeism and unhealthy workplace practices. Only 25% of respondents felt that their business had tried to prevent presenteeism in the past year.

The number of people who commit employee presenteeism and go to work even though they are in poor health or suffering from work-related stress has tripled, according to a report produced by the CIPD (Chartered Institute of Personnel and Development) and Simplyhealth. The report surveys over 1000 HR professionals and is the 18th annual report by CIPD/Simplyhealth designed to examine trends in absence, health and well-being in the workplace.

The Cost Of Presenteeism In The Workplace & Why It’s Not Just About Money

According to the CIPD presenteeism report, employee presenteeism is still one of the top causes of future long-term sickness absence in employees. Only one in ten employers said to be taking action view these issues as a priority, and perhaps more shockingly, only 58% say their place of work is meeting the basic legal requirements for reducing workplace stress.

When an employee attends work suffering from physical and mental health issues, you can see the costs of presenteeism through reduced productivity.

On the other hand, absenteeism is when an employee is absent from the workplace for a period that you consider justifiable. Employees are entitled to vacation days, sick leave, and leave on religious grounds. Still, when employees abuse these laws and commit employee presenteeism and absenteeism, business costs, both in productivity and finance, can be significantly affected.

Similarly, leaveism is another term that describes unhealthy work practices, such as a staff member using their annual leave to work. According to the survey, 69% felt leavism had occurred in their organisation over the last year. Only 27% of those who had experienced leaveism felt that their organisation was dealing with it.

Combating Presenteeism In The Workplace

With this report only weeks before 2018 Mental Health Awareness Week, it is imperative as an employer to ensure you are following the best practices for reducing workplace stress and presenteeism at work. CIPD defines the four legal principles of reducing stress as an employer:

Your duty to identify significant and foreseeable risks to employee health.
It is your responsibility to prevent harm to employee health that is foreseeable and caused by work.
You must consider any physical or mental impairment that has a substantial or long-term effect on their ability to work.
You must consult with employees on health and safety matters.

One significant finding in the report that can reduce the effects of presenteeism in the workplace is how technological advances in the workplace seem to be having a positive impact on employee well-being as opposed to a negative one.

Considering the concern surrounding specific job roles becoming automated by machines in the past few years, it’s interesting that most surveyed believe workplace technological advancement is generally a good thing. However, approximately 90% of employees believe that more employees are less inclined to switch off due to technology, which may lead to higher absenteeism and presenteeism.

What Are The Effects Of Presenteeism In The Workplace?

The employee and the employer feel the effects of presenteeism in the workplace. If, as the employer, you have staff members attend work whilst sick through physical or mental health conditions affecting other staff members, you could see a significant productivity loss. Presenteeism and productivity are closely associated because when any members of the workforce attend work ill, that can cause a productivity issue and also risk the health of other employees. Employees should be able to recover correctly to maintain a healthy workforce because working whilst ill can cause more harm than good.

How to Reduce Presenteeism in Your Workplace

Absenteeism and presenteeism can have a detrimental effect on your business, but there are some measures you can take to control them. Reducing presenteeism at work can also be a struggle, but following simple steps can help you and your employees. Firstly, ensure that all employees understand your company policy on sickness.

Providing healthcare benefits and ensuring management sets good examples. Another good tip businesses should follow is to create a caring workplace culture where employees feel valued and heard. Presenteeism at work and productivity are closely linked, so looking at employees’ workloads and ensuring they are coping well and not too pressured may help. Finally, it is crucial to measure the consequences of presenteeism and stay on top of it before it becomes a significant issue for you.

Rebecca Young

Rebecca obtained her BA (Hons) degree from Manchester Metropolitan University and began her career in HR whilst working in the Private Healthcare Sector. It was during this time she went on to complete her Post Graduate Diploma in Human Resource Management at Manchester Metropolitan Business School and developed a very keen interest in employment law.

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Disclaimer

Presenteeism In The Workplace FAQs

How do you navigate employee absenteeism?

A way to tackle absenteeism at work is by introducing a ‘back to work’ interview for employees. The interview can demonstrate that your company cares about the employee’s welfare and may enable a smooth transition back into operational roles. For working people infringing on time out of work when they cannot afford it, having to undergo an interview process upon return may deter them from repeating that behaviour.

How do you define presenteeism in the workplace?

Presenteeism — when an employee goes into work and ploughs on rather than taking time off sick, even if they aren’t capable of functioning properly. Presenteeism in the workplace is inherently dangerous, posing health and safety risks and being expensive for organizations because of the loss of productivity due to loss of productivity.

What problems could cost an employer due to presenteeism?

Presenteeism costs employers in multiple ways. One context arising from a presenteeism culture is that often that creates a ‘productivity gap’ where the employees or staff are delivering below-par standards of work due to getting sick. Employers still have to pay those workers full wages, but they get less in return because the work isn’t great. Presenteeism also often puts employees’ health and safety at risk, for which the employer is responsible.

So how does an employer reduce presenteeism in their business?

Presenteeism can have harmful implications for a business, and employers must treat it with the severity it requires. Absenteeism and presenteeism are detrimental to both the employer and the employee, so it’s important to encourage a healthy work-life balance while encouraging open communication surrounding mental health, flexible working arrangements where able, accessibility of wellness programs, manageable workloads, and a positive and supportive company culture. Presenteeism and productivity are closely linked, so lead by example and prioritise employee well-being. You need to know how to manage employee absenteeism and presenteeism and an expert at Avensure is always on hand to offer advice.