Presenteeism is when workers are physically present, albeit mentally absent and unproductive. The act of working is performative and ineffective due to sickness or poor mental health but individuals are attending work so they can clock in the hours, prevent potential financial losses or because they feel unable to take sick leave.
While presenteeism is not a new phenomenon, it has gained more exposure since the coronavirus pandemic triggered a pivotal change in the way we work and the way we expect our employees to work. The Covid-19 pandemic led to the reform of company policies around the world, granting workers more flexibility, a greater work-life balance, and increased connectivity through upgraded technology.
Chris Bristow, a company rescue expert at Real Business Rescue, licensed insolvency practitioners, looks at why workplaces must crack down on presenteeism to reduce financial losses, protect staff morale, support employee health and embrace a healthier work culture.
What is Presenteeism?
Presenteeism is when individuals attend work but perform at a reduced capacity due to poor physical or mental health. Presenteeism can be widespread in the workplace due to various reasons, such as:
Financial concerns
According to a Cebr study by Aegon, over 3.2 million private sector workers missed work due to financial concerns in the past year, which equates to 16 million workdays lost. Around 23% of workers (approximately 6.2 million employees) reported reduced productivity at some point over the last two years due to financial worries.
Strict work culture
If there’s a strict culture of working while sick in the workplace, this gives rise to presenteeism. While sick pay is a statutory entitlement, junior workers will likely dismiss this if senior staff members instil a culture of working while sick. Employees may mirror this behaviour to appease management and avoid any disputes.
Lack of self-care
If self-care is not on the priority list for employees, they’re more likely to attend work when ill. If working while sick is acceptable in the workplace, this could fuel presenteeism.
Job dissatisfaction
Workers dissatisfied with their jobs due to poor pay, no recognition, substandard employee benefits, lack of progression or external factors could contribute to presenteeism as they are not motivated to work at full capacity.
We look at how presenteeism threatens employers and can come at a serious price tag.
How is Presenteeism A Threat to Employers?
Presenteeism threatens workplaces in various ways if it’s not acknowledged, addressed, and deterred. You must consider the root cause of presenteeism in individual cases to truly support the individual and prevent presenteeism.
According to the Mental Health and Employers report by Deloitte, presenteeism costs range between £27 billion and £29 billion, due to the knock-on effect on mental health. The report found that while absence costs decreased, presenteeism costs increased as employees who work while sick develop more mental health problems, which comes at a greater cost to employers.
Organisations lose 49.7 days of productivity per employee each year, on average, with 90% attributed to presenteeism and the rest due to absenteeism. Research conducted by Vitality found that low productivity costs the UK economy £138 billion per year, therefore, employee wellbeing should be viewed as a significant business risk, for which there is a substantial cost.
How Can Workplaces Reduce Presenteeism?
Workplaces can reduce presenteeism by championing a health-first approach and protecting pay during sick leave. Educating staff on the mental, emotional, and physical consequences of working while sick can help curb presenteeism.
We look at some of the ways employers can actively reduce presenteeism in the workplace and reinforce a work culture that prioritises employee health.
Communicate company policies
Communicate company policies regarding sick pay and sick leave to reinforce financial protections that ensure employees are not left out of pocket while off sick. Strive to communicate that measures are in place to tackle presenteeism as health must come first and other colleagues must be protected.
Health-related employee benefit
Poor mental health fuels presenteeism, so by tackling the root problem – you can reduce presenteeism. You may consider providing access to a therapist and GP as part of an employee health plan. This is an invaluable employee benefit as it reduces the wait to see a medical professional and speeds up prescriptions, accelerating recovery times. Improve the physical and mental health of employees by providing discounts on health services, such as gyms, leisure centres, and wellbeing apps.
Open work culture
If staff are encouraged to take sick leave, staff in senior and leadership positions must echo this. This implements a health-first approach and creates a transparent environment where staff can openly discuss sickness-related absences.
Tackle the root cause
Assess the main causes of presenteeism and tackle the root causes. If it’s financial worries, is this because of financially illiteracy, rising utility bills, or childcare costs? If an individual is not progressing at the intended pace, what training opportunities are available to help accelerate a promotion or a pay rise?
The cost of presenteeism can be detrimental to workplaces, seriously dent company finances, and threaten viability, so if presenteeism is a growing problem – act sooner rather than later.
How Can Wellity Support You?
Creating a Mentally Healthy Working Culture
Most people spend one-third of their adult life at work and there is a high probability that many people are likely to experience a spectrum of mental health issues. Unfortunately research shows that the workplace is where many people feel uncomfortable talking abut issues related to their mental health.
This session is aimed at helping managers recognise and tackle the work-related issues associated with poor mental health and create a culture where all employees can talk honestly and openly about their mental health and wellbeing. It focuses on the prevention of work-related ill-health and the promotion of healthy working practices.
Objectives:
- Understand the dynamic between work and wellbeing.
- Identify the ways work can be positive for mental health.
- Create ways to tackle psychosocial risks.
- Challenge existing workplace behaviours and cultural norms.
- Develop a plan for eliminating risk s and optimising wellbeing.
For any further information on this topic, contact our team at hello@wellityglobal.com.
