Absentee blues and how to beat them

So. January then. Traditionally a time for fresh beginnings: resolve, resolution and brave new gym membership. Time to wage war on expanded waistlines and scary credit card bills. But it’s also become known as the sickie season; when employers can look forward to a jump in absenteeism - when the curse of the Christmas just past gives them a productivity hangover that can last well into the New Year.

A study by consulting firm Mercer shows January as the worst month for sickness absence with an average of half a day per person per month. In fact in 2008, 13 of the 20 most popular days for sickness occurred in January and six of these were taken between 2nd and 9th.

And it’s not just typical seasonal ailments and those dark depressing mornings that are to blame. January is the most popular month for kick starting divorce proceedings - a Christmas in the bosom of a dysfunctional family is often the final straw. And research in the US and Scandinavia has shown a direct link between divorce and absenteeism, with sickness rates increasing by as much as 1% during a marital break-up.

The effects don’t stop there. A distracted employee is unlikely to be productive even when at work. This can lead to safety issues, impaired decision making and a decline in the morale of staff led by a moody and unpredictable manager. In short a truly toxic cocktail.

In the US and Canada, there’s a growing demand for specialist firms that enable businesses to measure the cost of employee divorces. They even offer a mediation service to reduce the impact of financial and emotional stress.

But short of entering the marriage guidance business, what can an employer do to offset absenteeism – seasonal or otherwise? As in most things, a bit of knowledge can go a long way. Track the causes and duration of absences together with the cost to the company and ensure you have a robust sickness policy in place which includes a return to work interview. Get your line managers and occupational health teams to co-ordinate effectively – with external health providers if necessary. Only then will you be able to intervene before illnesses become disabilities and have a serious impact on your long-term productivity.

Here’s to a healthy and harmonious New Year!

For further information please contact Paula Morris. T: 029 2047 4401 E: p.morris@capitallaw.co.uk

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