As the winter season approaches, increased employee sick leave signals rising burnout rates in the UK.
- Studies reveal a 34% rise in average sick leave days among British employees since 2019.
- Experts emphasise the importance of recognising concerning sick leave patterns for both employers and employees.
- Employers are urged to leverage data to manage absences effectively, enhancing operational efficiency and employee well-being.
- Six specific sick leave patterns are identified as potential red flags, requiring careful monitoring and understanding.
With winter on the horizon, the latest reports indicate a significant rise in sick leave among British employees, a trend that has seen a 34% increase since 2019. This uptick in absenteeism is linked to escalating burnout rates, making it crucial for both employees and employers to recognise early signs of potential issues in the workplace.
Experts, including Dr. Claire Merrifield, a General Practitioner and Medical Director at Selph, stress the necessity of identifying and addressing concerning patterns of absence. Oliver Higenbottam of Timetastic notes that employing data to track and manage sick leave not only boosts operational efficiency but also shows genuine regard for employee welfare, ultimately fostering a more engaged and productive work environment.
The six alarming patterns to watch include sporadic sick leave, weekend flu, the comedown crash, crunch time cracks, total team takedown, and employees shifting from diligent to distracted. Dr. Merrifield points out that frequent short-term absences may indicate genuine illness or workplace dissatisfaction. Meanwhile, weekend flu suggests stress or mental health issues that make Mondays particularly challenging for some employees.
The pattern termed the comedown crash highlights absences post-holiday or post-payday, potentially signalling an employee’s discontent or lack of fulfilment at work. Crunch time cracks occur when high sick leave rates coincide with busy periods, indicating that stress from heavy workloads might be compromising employees’ health. In cases of total team takedown, simultaneous sick leave among multiple employees may point to an infectious disease or a toxic workplace culture.
Lastly, the shift from diligence to distraction refers to once-committed employees who suddenly begin taking sick leave. This change should prompt early and open dialogue to uncover underlying issues. Employers are advised to conduct regular reviews of absence data to spot these trends early. Investment in suitable technology can assist in managing the complexities of sickness absence while maintaining a supportive work environment.
When addressing concerning patterns, approaching conversations with sensitivity and trust is crucial. Employers must remain considerate and not question the integrity of their employees. Understanding the reasons behind absenteeism can reveal if there is a toxic work culture, dissatisfaction, or overwhelming workload, all of which can affect recruitment and retention.
Identifying and addressing these patterns of sick leave is essential for maintaining a supportive and productive workplace.
