Global HR expert Remote is empowering employers to facilitate better sick leave policies, encouraging team members to take essential time off. “Managing the impact of sick leave is the duty of the business, not the burden of the employee,” says Amanda Day, Director of People Enablement at Remote.
This story comes as the Chartered Institute of Personnel & Development (CIPD) reveal that 76% of employees have taken time out due to stress. They also found that 7.8 days is the average time an employee is absent from work due to illness, the highest since 2010.
Remote believes work culture has fundamentally changed, with people now juggling the pressure of work with the stresses of home life more than ever before. This inspired Remote to conduct the Global Life-Work Balance Index, a study of the countries currently offering the strongest cultural and statutory split between work and personal life.
The index identifies sick leave as a mandatory factor for life-work balance, with five of the top 10 nations including Australia, Denmark and Canada protecting 100% of employee wages during sick leave under statutory law. The study found other major European nations such as Spain, France and the United Kingdom do not provide the same level of protection.
Should employers be less worried about the rate of sick leave and be doing more to protect the global wellness of their employees? As we move toward winter – a period where the rate of illness increases – employers should now review their culture around sick leave to better support their teams and ensure the business continues to operate efficiently as a result.
What are the benefits of facilitating sick leave for your team?
Amanda Day says: “Sick leave shouldn’t be viewed as a benefit or work perk afforded to employees. Sick leave is an essential requirement that forms the mandatory foundation of a true life-work balance culture.
“Many people in the recent CIPD study cite stress as a factor for their absence, suggesting the noticeable impact on personal wellbeing through both work pressure and external life factors like the cost of living and remnants of the pandemic. Rising infection and illness are contributors to sickness leave as well. These patterns can be cyclical or seasonal and something an organisation can prepare for ahead of time, particularly with winter approaching – a time when sickness is typically more prevalent.
“Employers need to develop an agile culture around sick leave, facilitating all areas of wellness among their employees. Employees should not be subject to a culture that makes them feel bad or apprehensive about taking essential time off. Having a strong sick leave policy in place benefits both the employer and the employee. Offering robust sick leave to employees creates a trust culture where staff feel more valued and committed to work when feeling their best. This also has a positive domino effect on staff morale and retention by creating an honest environment where people feel more confident and secure at work.
“As highlighted in Remote’s global study into life-work balance, some but not all countries provide full statutory assurances for sick leave. The United States is a core example as one of the only nations in the study not offering any statutory protection around sick leave payment rate. With the rising level of sick leave in mind, employers should look to provide full payment assurances paired with guaranteed sick days to stand out in the employment market. These guarantees should not only match but exceed the statutory policies of their respective regions, while simultaneously having processes in place to ensure the continued efficiency and success of the business.”
Should employers be worried about rising sick leave rate?
Amanda Day says: “No. We don’t believe that rising sick leave rates should not be a concern to employers. These statistics tell a revealing story about the culture of life-work balance over the past decade. They show the importance of investing in a strong workplace culture, one that is focused on employee retention and wellbeing. Facilitating fair sick leave for employees is an essential factor in supporting teams to feel more invested and do their best work when they’re feeling 100%.
“Of course, when team members require sick leave, this may have an impact on internal structures and workloads. Employers should review and ensure they have the processes in place to remain agile during these inevitable periods of absence.”
Five sick leave action tips for employers
Identify high periods of sick leave: Absence due to illness can often be cyclical, making certain periods predictable to the employer and providing time to plan. Winter is one such key time, with staff generally more prone to colds and flu. Have clear project management documentation: Understanding where the responsibilities of an employee are will help identify where operational attention is required during their absence. A clear and easily accessible project management system or plan that maps project tasks to individuals enables managers to visualise which elements of work will be most impacted during leave. When outlining sick leave documentation, ensure to include key guidance for handovers and outline the importance of setting out-of-office indicators across all co-working platforms. It’s important to navigate potential issues such as meeting requests or urgent questions. Manage employee workloads: Work often needs to be shifted around teams to cover employees taking sick leave, which can create additional pressure on employees if not managed correctly. Strong communication is essential here. Have documentation and training processes in place to delegate duties and upskill team members, ensuring the business remains operationally efficient. Maintain respectful contact with employees on sick leave: Illustrate positive trust in employees taking sick leave, maintaining contact to ensure their wellness not to question their absence. Use contact time to understand the support they need from the business to facilitate their return to work when ready. Offer staff medical support through additional benefits: According to Remote’s Global Benefits Report, sick leave and health insurance rank among the core essential benefits across the globe. From access to wellbeing support to subsidised medical appointments, going the extra length for team members illustrates their value to the business.
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