The CIPD report Health and well-being at work found that there has been a significant rise in the number of workers being present at work when they are ill. There were over 1000 respondents to the 2018 survey, 86% said they had observed presenteeism in their organisation over the last 12 months, compared with 72% in 2016 and 26% in 2010. The report goes on to find that despite these disturbing figures only a minority of organisations are taking steps to tackle this issue.
Why should employers tackle this issue?
People in the UK are reportedly feeling under more pressure at work, and in today’s workplace the threats to wellbeing are more likely to be psychological rather than physical. Mental health awareness is increasing and being given more attention, with several high-profile campaigns trying to tackle the issue and issues surrounding mental health.
Mental health conditions including stress-related absence are a big cause of long-term absence at work, they affect around two-thirds of the population and cost UK employers around £30 billion a year through lost production, recruitment and absence.
Employee burnout, or exhaustion is significantly increased by presenteeism, it can actively play a part in worsening an employee’s health causing stress and other illnesses. Although they may mean well, people that are present in the workplace when they are ill are likely to be less productive and not adding value, potentially leading mistakes being made and adversely affecting their health.
Health and wellbeing at work
Being proactive and promoting employee wellbeing in the workplace is key to creating a great working environment. Organisations that take a more reactive approach are more likely to be on the back foot and experience lower productivity and higher absences.
Promoting a healthy work life balance is important, especially in the modern workplace where technological advances see many of us being switched on 24/7. Many of us find ourselves regularly checking work emails and perhaps responding to them when we are either on holiday or not within our contracted hours.
Organisations need to discourage creating an environment where employees feel they need to work more hours than required and where they feel pressured in to checking emails and working outside of their official hours. Organisation’s that reward and focus on making employee’s accountable for their output rather than their presenteeism can see production levels rise. Identifying staff that are less productive can help employers and managers to support them to increase productivity.
Implementing initiatives that are specific to the challenges of your workforce and demographics is important to tackling presenteeism in your workplace. Offering flexibility is something that the majority of UK employees value and can therefore be a key component to a good work-life balance. Evidence suggests that flexibility is valued above most other benefits offered to employees.
Organisations should look to promoting team activities and schemes such as cycling to work, yoga sessions and lunchtime activities, for example, walking or running groups. Offering employees, the opportunity to take lunch breaks and taking some physical activity whatever level this is, can alleviate stress and encourage a more active and healthy lifestyle.
Being proactive through promoting health and wellbeing at work and discouraging presenteeism, will boost morale and make employees feel supported. Employers who take this approach are less likely to see increased absences and will in turn drive engagement and productivity.
Related blogs: Mental health and wellbeing in the workplace