A BITC report indicates hiring mature workers can reduce sickness absence costs.
- The report contrasts sickness absence attitudes between younger and older workers.
- Statistics show mature workers take fewer unnecessary sick days compared to younger colleagues.
- Employing mature workers may lead to significant savings in business operations.
- With an ageing workforce, strategic recruitment could benefit long-term workforce planning.
A recent BITC report, sponsored by RIAS, highlights the potential advantages of integrating mature workers into a company’s absence management strategy. The report suggests that employers aiming to minimise sickness absence costs should consider the ‘over 50’s’ talent pool.
The study vividly contrasts sickness absence attitudes between the age groups of 20-39 and those over 50. It reveals that a significant 44% of the younger demographic admitted to taking unwarranted sick leave in the past five years, in stark contrast to just 12% among the older cohort.
Furthermore, 55% of younger workers reported extending their sick leave beyond necessity, compared to a mere 12% of older employees. This discrepancy may explain why 29% of younger individuals view sick leave as ‘extra holiday,’ contrasting sharply with only 4% of their senior counterparts.
Traditional approaches to managing absence often focus narrowly on managing sick employees without considering the demographic makeup of the workforce. However, the data indicate mature workers outscore their younger peers across all absence-related metrics.
The survey also found that older workers, despite potential age-related health risks, had a lower percentage of health-related absences. Only 26% reported taking leave for health issues in the previous year, compared to 53% among those aged 20-29.
Peter Corfield, Managing Director at RIAS, emphasised the financial benefits of employing mature employees, noting the potential savings from reduced sick days. Adrian Lewis from Codel Software echoed this sentiment, suggesting that mature workers with strong work ethics could positively shift workplace attitudes towards absenteeism.
Looking forward, the necessity of including mature workers in recruitment strategies becomes evident. By 2022, the expected creation of 14.5 million jobs, combined with a retirement shortfall, highlights the looming recruitment crisis. With the retirement age likely to increase to 70, the over 50s continue to represent a crucial segment of the workforce.
Research by Age UK underscores the contentment of older employees in their current roles, with a tendency towards seeking flexible work rather than changing jobs. This creates an opportunity for sustained work relationships through training and development.
Finally, Peter Corfield concludes that mature workers bring irreplaceable experience, ambition, and knowledge to the workforce. Acknowledging and harnessing these attributes can fortify the workforce against the challenges of demographic shifts.
Employing mature workers presents a strategic advantage in managing absence and future workforce demands.
