Ways to Manage Presenteeism

Presenteeism whilst unwell can become as endemic in a workplace as absenteeism when not unwell.  Reasons are varied and wide ranging, but the repercussions can be vastly damaging, both to the employee, the business and customers.

Patterns of presenteeism spread quickly and can lead to employee disengagement, burnout, poor customer care, higher risk of accidents at work and can be extremely costly.  Presenteeism remains prevalent in 2023 with 65% of UK employees observing instances of people poorly in the workplace according to the latest CIPD Health and Wellbeing at Work report.  Understanding the reasons why can help to reduce or eliminate it from the workplace.

There are many reasons why people come to work when they are unwell:

• Deadlines
• Sense of obligation
• Staff shortages, especially acute in shift work
• A culture of expectation
• Negative connotations of absence
• Insecure work – not paid if no attendance, e.g. zero hours contracts

The problem with continuing to come to work when unwell, either physically or mentally can lead to mistakes at work, spreading of illness through the rest of the team and, long term, can lead to disengagement, burnout or highly trained staff leaving the workplace completely.

How can Well Working Matters help?

Finding ways to manage presenteeism will not only save money but will also contribute to employee health, wellbeing and engagement and productivity at work.

• Identify causes and build a picture in your organisation – talk to employees and get their thoughts on presenteeism, its prevalence and its causes in your workplace.
• Job security – Give employees security on guaranteed hours and sick pay included in their contract. Offer choice and flexibility with flexible work locations (if possible. Be flexible with start and finish times(as far as possible) for employees who need to work around childcare or other responsibilities.
• Cultural changes –encourage managers to lead by example, staying home when unwell and asking their team to go home when ill. Create a culture where it is okay to take a sick day or a mental health day.
• Wellbeing of your employees – prioritise physical, mental and financial health and wellbeing with specialist support and employee benefits. Deloitte makes a positive case for investing in mental health with an average return of £5 for every £1 spent on mental health intervention.
• Training and awareness – Normalise and encourage discussions around health in the workplace, both mental and physical,  Mental Health or Stress Awareness days at work can really help with this and reduce stigma. Help managers better manage their employees with specialised training on how to help employees who are experiencing stresses such as family issues, financial worries, job insecurity, or illness – which all contribute to presenteeism.

If you’d like to find ways to manage presenteeism contact Well Working Matters for help