In recent years high levels of sickness absence (especially for reasons of mental health) have negatively impacted the UK economy, but increasingly the issue of ‘presenteeism’ has emerged as a key issue amongst the UK workforce.
This has been caused by the exponential growth of hybrid working arrangements, together with a cultural drive for high worker productivity. Consequently, there has been a shift towards workers now working from home whilst they are ill, rather than calling in sick and taking sick leave.
What is presenteeism?
Presenteeism is when a worker continues to work in the workplace despite having a short-term illness or condition, and by continuing to work through such conditions, productivity is reduced.
The 2023 CIPD Health and Wellbeing Survey found that 76% of employers were aware of people working in the office when unwell and 78% noticed people working at home when unwell.
What causes presenteeism?
Flexible working arrangements are now commonplace in the UK economy where previously, workers were required to be in the office every day. Accordingly, if they feel unwell, workers are less inclined to call in sick and take a sick day, but rather they will attempt to work through a short-term illness at home.
Presenteeism can also occur where a worker is unwell, but still attends the office despite not being well enough to do so.
Often, presenteeism is driven by the pressure placed on staff to perform their roles and a guilt associated with not being able to perform their duties to the standards expected of them.
Whilst on a surface level, there just appears to be a drop in productivity of a worker, presenteeism can have more severe effects. For example, it could lead to workers making poor decisions and can also lead to other workers becoming ill.
It is has also been argued that undue focus on being seen to be at work (or logged on) can deflect attention away from other issues which go towards efficiency and output, thus preventing significant improvements in productivity.
What is the UK Government planning to do about presenteeism?
As part of their overhaul to protect worker rights and simultaneously improve productivity, the UK Government are intending to enhance obligations on employers to protect workers. By way of an example, they are proposing to further enhance the right to flexible working so that it becomes the ‘default’ position.
As such employers would only be able to refuse a flexible working request if they can demonstrate that it is not reasonably practicable.
The Government’s Fair Deal for Workers also mentions plans to introduce a ‘right to switch off’, though more recently there have been suggestions that this won’t feature in the forthcoming Employment Bill or, if so, the right will be watered down to just a voluntary code.
How can employers address presenteeism in the workplace?
Employers are encouraged to challenge workplace culture driven by excess pressure placed on workers to be present.
Senior leadership teams and management should consider undertaking a risk assessment to identify any factors which may contribute to the issue of presenteeism. For example, by reviewing targets, deadlines and workloads, to ensure these are realistic and do not create excessive pressure on the workforce.
In addition, employers should effectively manage absences and illness by ensuring line managers are trained effectively to manage their team, ensure their employee’s wellbeing is protected and to help them spot any warning signs.
If employers end up with burnout or their health is adversely affected by stress or long hours, the consequences extend beyond the individual employee. It’s also likely to have an effect on their colleagues and in turn their employer and ultimately society as a whole.
In closing then, perhaps the old adage of ‘work smarter not harder’ will acquire some renewed significance.
How can Morr & Co help?
If you require further assistance and advice on potential changes to legislation or have any questions about this article, please call our Employment team on 01737 854500 or email [email protected] and a member of our expert team will get back to you.