We recently started a new client that I, Rianne van Helden, have been linked to as a Labor & Health Advisor . One of the biggest problems this client is facing is frequent absenteeism. This is very high and actually the employer can't put his finger on it. Because, "Most employees are really sick, when they call in sick.
'Frequent absenteeism is a must'
Frequent absenteeism occurs when an employee has reported absenteeism three or more times last year. It is desirable as an organization to have an average sickness reporting frequency of one or lower. This would then mean that all employees of the organization, on average, report absenteeism once a year.
In many cases, supervisors receive notification through their absence recording system when frequent absenteeism occurs. In my experience, this is often seen as a "should" for both parties. Employees quickly feel that they are therefore not allowed to report absenteeism , and managers often feel that they do not actually have any control over the reporting frequency of that particular employee, especially when all causes are explainable.
Totally incapacitated
However, frequent absenteeism is always an orange flag. Not so black and white because it is above the national average, but because the employee is unable to perform the work several times a year. Even to the point that the employee reports absenteeism . in fact, reporting absenteeism does not mean that you are reporting to your employer that you are sick, but that you are completely incapacitated in all forms, or in other words, that you are incapable of doing anything else in any possible way. There must be something to this, right?
Recently, PSION psychologist Ymke Dorrepaal wrote an article in which she wondered since when working is unhealthy. As a Labor & Health Advisor , I also often see in practice the thinking that work is really only possible in good conditions. When something occurs, work is often the first thing to be ticked off, while working actually contributes to recovery.
Reason for absenteeism
For this reason, it is also always important both at the start of a sick call, as well as during frequent absenteeism interviews, to reflect on the choice process that this employee makes when reporting absenteeism. What obstacles does the employee see on the road to resume work? And what solutions can be offered for this? Specifically, what would happen if you were working in that situation?
Next, it is important that both employee and manager take responsibility. You have a commitment to each other and that includes a good conversation about employability. These conversations can sometimes be quite difficult. Fortunately, Labor & Health Advisor can assist with this.
Getting started with employability
Would you like to know more about our vision on absenteeism and employability of your employees? Then also take a look at our website, here we already give small tips for starting the conversation, like in the article "Drinking coffee, that's how you do it!".
