The phenomenon of ‘National Sickie Day’, observed on the first Monday of February, marks a peak in employee absences.
- Causes include seasonal illnesses, adverse weather, and post-holiday indulgence leading to fatigue.
- A significant number of employees confess to taking unnecessary sick days, prompting concerns.
- Increased absenteeism correlates with personal guilt and perceived workplace pressures.
- Strategies are needed to manage and potentially reduce these absences effectively.
The first Monday of February, dubbed ‘National Sickie Day’, consistently reports the highest staff absences annually since 2011. This trend is attributed to various factors such as seasonal sniffles, unpleasant weather, and heightened anxiety or depression. Additionally, following the first payday after Christmas, many individuals extend their weekend celebrations, culminating in extended hangovers impacting work attendance.
A survey by Instantprint highlights that 9% of UK employees habitually take sick leave without legitimate health reasons, suggesting that over 3.6 million employees could potentially be absent on February 5th alone. The average sick days taken by UK employees have risen from 2.6 days in 2019 to four days in recent years, indicating a noteworthy increase in absenteeism.
Further data from MetLife reveals that 32% of employees admit feeling guilty about the burden their absence places on colleagues. Mondays and Fridays are the preferred days for calling in sick, with professions such as Advertising/Media, Banking, and Electricians showing higher tendencies to report sick without genuine illness.
Mental health is a critical factor, with only 8% of sick leave officially attributed to mental health issues, though 43% have taken leave under such pretensions without formally admitting it. This underscores the broad disconnect between official records and actual mental health-related absences.
The editorial emphasises strategies for managing employee sickness. Conducting return-to-work interviews can unearth underlying issues, creating a more supportive environment. Establishing clear policies ensures transparency, while consistent tracking of absences helps identify problematic patterns and health issues.
Employers are encouraged to maintain consistency in response to absences while making necessary adjustments for disabilities. Fostering flexibility in work arrangements and prioritising employee wellbeing through health programs and mental health resources can potentially mitigate the underlying causes of absenteeism.
Understanding and addressing the factors behind National Sickie Day is crucial for managing employee absenteeism effectively.
