Presenteeism has become a growing concern in recent years, particularly since the start of the COVID-19 pandemic. It refers to the act of employees attending work despite being unwell or injured. In the UK, statistics show that a third of employees have worked while unwell since the start of the pandemic. This worrying trend has serious implications for both employee health and business productivity, and employers need to take proactive measures to address it.
One of the primary reasons why presenteeism has become a significant issue is because of the COVID-19 pandemic. The risk of infection and transmission has made it essential for employers to encourage sick employees to stay home. However, a report in November 2021 by insurer Direct Line Group found that many employees would still visit the office even if they were experiencing symptoms of COVID-19. For example, 35% of employees would still visit the office with a high temperature, and 48% would still visit the office with a cough.
These statistics are particularly concerning because of the transmissible nature of COVID-19. One infected employee attending work could quickly lead to more employees needing to isolate, which could significantly impact business productivity. Additionally, in customer-facing roles or the care/medical industry, infected employees could pass the virus on to vulnerable individuals, putting their health and safety at risk.
There are also other significant risks associated with presenteeism in the workplace. For example, it can have a detrimental effect on employee morale and wellbeing, and the attitude can quickly spread, leading to higher staff turnover. In addition, employees who come to work when unwell may not be able to perform their duties effectively, which could lead to errors or accidents in the workplace.
To manage presenteeism effectively, employers need to implement appropriate measures. One approach is to encourage employees to stay home if they are unwell and to provide support to help them manage their symptoms. Employers can also offer flexible working arrangements, such as remote working, to help employees balance their work and personal responsibilities.
Employers must also conduct regular risk assessments and review their current working practices to ensure they are appropriate for the current situation. For example, employers may need to update their health and safety policies to include guidance on COVID-19 prevention measures, such as social distancing and mask-wearing. They may also need to provide additional training to employees to help them understand the risks associated with presenteeism and how to manage their symptoms effectively.
Finally, it is essential to be aware of employment laws and regulations that relate to presenteeism. For example, from 1st April 2022, healthcare providers delivering CQC regulated activity will only be able to employ staff who have face-to-face contact with patients if they are fully vaccinated. This means that employers in the care and medical sectors need to ensure that their employees are vaccinated to comply with the new regulations.
In conclusion, presenteeism is a significant concern for employers, particularly in light of the COVID-19 pandemic. Employers need to take proactive measures to address this issue, such as encouraging employees to stay home when unwell, providing support to manage their symptoms, and implementing flexible working arrangements. It is also important to conduct regular risk assessments and review working practices to ensure they are appropriate for the current situation. Finally, employers must be aware of employment laws and regulations that relate to presenteeism to avoid any legal issues. If you need help conducting or reviewing your assessments, speak to our employment law solicitors today by calling 0113 320 5000.
