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How can we support our employees?

WHAT IMPACTS EMPLOYEE ATTENDANCE?

Employee attendance, is a common topic of discussion amongst businesses with huge impacts for all involved, poor attendance has impacts on productivity, employee retention and the wider teams workload and wellbeing, not to mention the impact of a companies financial health.

There are several factors that can impact an employees attendance, although not each of these factors can be negated, we believe that by identifying the factors, an employer can offer support and build a healthy foundation for their employees. 

Illness and long term health conditions – 

The sickness absence rates are the highest they have been in almost 10 years, with 2.6% of working hours being lost to injury or
illness in 2022. An estimated 185.6 million working days were lost because of sickness or injury in 2022 with the number of days lost per working averaging 5.7days.

The most common reason for sickness absence was minor illnesses, accounting for 29.3% of occurrence – minor illness is categorised by coughs, colds, flu, sickness, nausea and stomach upsets. Other recorded reasons for absence are as follows;

  • Musculoskeletal; includes back pain, neck and upper limb problems, and other musculoskeletal problems – 10.5%
  • Mental Health; includes stress, depression, anxiety and serious mental health problems – defined as 7.9%
  • Respiratory conditions; such as Asthma & Covid 19 – 8.3%
  • Other; includes the total number of days lost to accidents, poisonings, infectious diseases, skin disorders, diabetes and anything else not
    covered 23.8%

All age groups experienced increases in their sickness absence rate in 2022.

Absence rates are higher than during the pandemic, which affected sickness absences in many ways and while the virus may have led to additional absenteeism this was likely counteracted by measures such as furloughing, social distancing, shielding and increased homeworking all of which helped to reduce other causes of absence in 2020. However, the reduction to the above, coupled with the decline in homeworking, shielding, and social distancing policies, is likely to have led to a rise in sickness absences.

Work-Life Balance – 

Employees who struggle to maintain a healthy work-life balance may experience higher levels of stress and burnout, leading to increased absenteeism. Factors like long working hours, inflexible schedules, or lack of support for personal obligations can contribute to this issue.

Job Satisfaction – 

Dissatisfaction with the job, including aspects such as low pay, limited opportunities for growth, poor working conditions, or lack of recognition, can demotivate employees, lower engagement.

Work Environment – 

The physical work environment can affect attendance. Unpleasant or unsafe working conditions, inadequate facilities, or a lack of necessary resources.

Personal and Family Responsibilities – 

Employees may face challenges related to personal or family responsibilities, such as childcare, eldercare, or personal emergencies. A lack of support or flexibility from employers can lead to higher absenteeism.

Workload and Stress – 

Excessive workloads, tight deadlines, or a high-pressure work environment can contribute to stress and anxiety.

Organisational Culture –

The culture within an organisation can significantly influence employee attendance. A positive and supportive culture that promotes employee well-being, work-life balance, and recognises and rewards employees’ efforts can lead to higher attendance rates.

Employee Engagement and Motivation –

Engaged and motivated employees are more likely to be committed to their work and have better attendance. Factors such as opportunities for career development, meaningful work, and a positive work environment can enhance employee engagement and motivation.
So how can we support our employees and create a more engaging, safe and satisfying environment?
 

Implement HR policies – HR policies, such as attendance policies, and return to work interviews are here to support the employee and the employer, providing both parties with a sense of security and procedure and should be the defining framework for all decisions around people. 

H&S & training policies – By ensuring that your staff are trained correctly in the importance of health & safety and any operational procedures, your staff are equipped  with the skills to work safely and productively thereby reducing accidents in the workplace and work related incidents & illnesses.

5S implementation – 5S is a five-step methodology for creating a more organized and productive workspace: Sort, Straighten, Shine, Standardize, and Sustain. 5S principles become a part of the daily work routine for everyone, Employees are responsible for its success and this helps in decreasing absenteeism.

Clear & open communication channels – Providing an environment that is transparent, open and honest with clear communication around the company vision & targets. Setting realistic goals and expectations, and giving your employees the opportunity &  platform to express concerns and ask questions encourage employee engagement and go a long way to developing a work environment that employees want to be a part of. 

Employee wellbeing Initiatives – An employee wellness programme is proven to reduce sick days, increase productivity and employee retention.

Promoted work/life balance – Encouraging staff to take annual leave, lunch breaks and regular tea & coffee breaks, is key to the reduction in absenteeism, burnout and workplace stress are on the rise, as responsible employers we should encourage our staff to prioritise their mental wellbeing. 

Flexible working hours – Providing the option for additional family days and time off for personal appointments go a long way to easing the stress of day to day life, and when staff have the option of flexible working hours its proven to drive job satisfaction and staff morale. Some other benefits include greater continuity of staff, a more motivated ana efficient workforce and increased loyalty. 

Hybrid Working – Offering hybrid working is taking a more people-focused approach to work. Offering Hybrid working & flexible working hours opens the talent pool when looking for staff, and enables an employer to hire based ofF fit and culture vs location. As for the employee, with the cost of living continuing to rise, a reduction in fuel cost, less time commuting and the ability to juggle personal commitments, means employees feel more valued, have increased wellbeing and productivity and are more likely to remain loyal to their employer.

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