Levels of presenteeism, stress and mental health problems in the workplace rise

The average level of employee absence has fallen compared with last year from 7.7 days to 6.8 per employee per year, according to this year’s Chartered Institute of Personnel and Development (CIPD)/Simplyhealth Absence Management survey.

However, the fall in absence levels coincides with almost a third of employers reporting an increase in the number of people going into work ill. The threat of redundancies and concerns over job security are shown to contribute to such ‘presenteeism’, with organisations that are expecting to make redundancies in the next six months more likely to report an increase in employees going into work when unwell, than employers that are not expecting to cut jobs.

Stress-related absence also appears to be on the increase, with two-fifths of employers (40%) reporting a rise over the past year and only one in ten (10%) reporting that the problem had decreased. Stress continues to feature as the most common cause of long-term absence, for the second year running. The level of reported mental health problems, such as anxiety and depression, among employees is also on the increase. More than twice the number of employers reported an increase in mental health problems in 2012 than did in 2009 (2012: 44%; 2011: 39%; 2010: 38%; 2009: 21%).  
According to the survey, organisations who have noted an increase in presenteeism over the past year are more likely to report an increase in stress-related absence over the same period (52% compared with 38% of those who did not report an increase in people coming in to work ill). Similarly, they are more likely to report an increase in mental health problems, such as anxiety and depression (62% compared with 35% of those who did not report an increase in people coming into work ill). The suggested link between presenteeism and both stress and mental health problems underlines the need for organisations to take pre-emptive action to address employees’ concerns in times of challenge, uncertainty and change.

Commenting on the survey findings, Dr Jill Miller, Research Adviser at CIPD says: “On the face of it, the findings from this year’s survey present some positive news. But we must air caution before celebrating lower absence levels because they may be masking deeper problems in the workplace. This year sees a continued increase in presenteeism which can have a damaging effect on organisations’ productivity. Not only can illnesses be passed on to other colleagues, but ill employees are likely to work less effectively than usual, may be more prone to making costly mistakes and take longer to recover from their illnesses.

“Continuing economic uncertainty and fears over job security appears to be taking its toll on employees. We are seeing employees struggling into work to demonstrate their commitment, suggesting presenteeism can be a sign of anxiety. Failing to address employees’ concerns is likely to confound the issue, impact on morale and commitment and may cause or exacerbate stress or mental health problems.

“We urge employers to examine whether lower absence levels within their own organisations are as a result of more effective absence management or if they reflect the negative impact of presenteeism. Overall a proactive approach to supporting employee wellbeing and managing absence, which includes training managers in how to manage people effectively and early access to occupational health services, remains critical for success.”

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Occupational health: How to control presenteeism

Going to work when
feeling sick can be
costly for companies.

The right occupational health and safety measures can help manage presenteeism and productivity

Presenteeism – a term that describes an employee coming to work despite feeling ill or unwell – can affect not only the affected person’s productivity but it can have other impacts on the workplace as well.

A sick employee can spread the infection or disease at work, can disturb others and can bring down overall productivity.

Studies have shown that presenteeism can cost companies billions of dollars and even though the term has been talked about quite a bit, managers are often at a loss about how to handle it.

How can presenteeism be managed?

The term presenteeism applies to two different kinds of employee behaviors:

1. When employees come to work sick or tired and may be less effective because they are stressed, depressed, suffering from headaches or a chronic physical disorder
2. When employees work excessively long hours because they are over-committed to the job or have a fear of losing it

Organizations should be aware that physical conditions often have a psychological connection, studies show.

In many instances, employees with chronic conditions hesitate to tell their employers for fear of stigma, loss of employment or general distrust of managers.

Experts suggest developing a working culture that allows employees to experience optimum well-being. 

Organizations must provide a culture that respects the rights and responsibilities of both employees and employers, they say, and certain strategies may help to improve communication, trust and cooperation.

Source: Personnel Today

A better work environment for healthier employees

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Cleaner and healthier air has been shown to have a positive impact on productivity, sickness and the occurrence of presenteeism at the workplace.

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Working when sick – why do we do it?

Montreal researchers study the phenomenon of “presenteeism”

Going to work when sick is not always
the most productive option, study shows.

It’s a familiar sight once the temperatures drop and the official “cold” season starts: Workplaces filled with employees sporting runny noses, a hacking cough or horrible congestion.

The question is, why do people go to work when they are sick? Are they insecure about their jobs or are they workplace troopers?

A new study from Concordia University in Montreal, published in the Journal of Occupational Health Psychology, has found that presenteeism, i.e. attending work when ill, isn't always a productive option.

While some workers seem to be able to overcome their symptoms and be fully functional, others tend to be present solely in person, but not in true form.

Caregivers, educators and team workers often present when sick

Caregivers and people working in early education, for example, report higher rates of presenteeism compared to people from other fields.

"Often, a person might feel socially obligated to attend work despite illness," says study author Gary Johns, a management professor at Concordia's John Molson School of Business, "while other employees feel organizational pressure to attend work despite medical discomfort."

The study followed 444 people for 6 months, and the participants reported an average of three presenteeism days as opposed to 1.8 absenteeism days due to illness.

Presenteeism was elevated among workers engaged in interdependent projects or teamwork. Those who were insecure about their jobs also engaged in more presenteeism.

What is the true cost of working
when ill?

The study author says that many organizations and businesses could spend more attention to the cost of presenteeism.

"Estimating the cost of absenteeism is more tangible than counting the impact of presenteeism," says Johns. "Yet a worker's absence — or presence — during illness can have both costs and benefits for constituents."

The importance of indoor air quality at the workplace

Poor IAQ can have a detrimental effect on workers’ well-being, productivity and health.

Electrocorp air cleaners offer an affordable and low maintenance solution to stagnant, inadequately ventilated office air.

The air cleaners can be easily integrated into an existing ventilation system, or used as stand-alone room air purifiers.

The air cleaners remove the widest range of indoor air pollutants such as bacteria, viruses, odors, chemicals, molds, particles and dust by drawing the air through the deepest carbon bed filters, a medical-grade HEPA or Micro-HEPA and other filters.

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