A BITC report sponsored by RIAS suggests integrating mature workers to cut sickness absence costs.
- The report highlights significant attitude differences towards sickness absence across age groups.
- 44% of 20-39 year olds admit taking ‘sickies’, while only 12% of over 50s do the same.
- Older workers, despite age-related health risks, take notably less sick leave than younger colleagues.
- Employing mature workers can also address impending recruitment challenges due to demographic shifts.
A recent BITC report, supported by RIAS, proposes that businesses aiming to reduce the financial burden of sickness absence should consider incorporating workers aged over 50 into their workforce strategies. The report draws attention to the stark contrast in attitudes towards sick leave between younger employees and their older counterparts.
A staggering 44% of individuals aged between 20 and 39 admitted to feigning illness to secure leave in the past five years. In contrast, only 12% of employees over 50 confessed to such behavior. Similarly, over half of the younger cohort conceded that they took more sick leave than necessary, which is significantly higher compared to the older age group, where only 12% did the same.
This trend suggests a different perception of sick leave among younger workers, with nearly 29% viewing it as ‘extra holiday’, compared to a mere 4% of those over 50. Traditional absence management strategies have historically focused more on managing sick employees effectively rather than on refining hiring practices based on worker reliability.
Despite potential age-related health challenges such as cardiac issues and arthritis, only 26% of older workers reported taking sick leave in the previous year, compared to 53% of younger employees aged 20 to 29. This difference presents a compelling case for considering mature workers as part of an absence management strategy.
Peter Corfield, Managing Director of RIAS, emphasized the financial advantages of employing mature workers, noting the potential savings in reducing sick days. Furthermore, Adrian Lewis, of Codel Software, pointed out the significant economic impact of absence, costing the UK £29 billion annually, and advocated for employing mature role models to influence work culture positively.
The importance of considering the over 50s talent pool is further underscored by demographic trends. By 2022, 14.5 million new jobs will arise as individuals retire, but only 7 million new young workers are expected to enter the job market. Additionally, with the retirement age potentially rising to 70, tapping into the older workforce becomes increasingly crucial.
Research from Age UK reveals that many workers aged 65 and over prefer to remain in their current positions, often seeking flexible working conditions rather than new employment. This preference for stability presents employers with an opportunity to invest in training for long-term gains, making mature workers a valuable asset.
Mature workers provide not only a solution to absence management but also a strategic advantage in addressing future workforce challenges.
