One in three employees exaggerate sickness to get time off

Following new research into the increasing problem of sickness absence, Croner has revealed a discrepancy between what employers and employees deem to be acceptable reasons for calling in sick.

Although recent research by the CBI and AXA suggests that 21 million working days are lost a year, it seems Britain’s bosses are continuing to be sympathetic with their workforce when it comes to sickness absence.

Employers and employees were asked in a Croner survey what they considered to be acceptable reasons for phoning in sick.

91% of employers felt that cold and flu was a suitable reason as opposed to 81% of employees. Similarly, 77% of employers considered migraines to be a reasonable reason for calling in sick compared to 65% of employees.

Surprisingly though, when questioned further, one in three British workers admitted to exaggerating their sickness to justify taking time off work despite having such understanding bosses.

These findings point to either a lack of comprehensive workplace sickness policies, or if those policies are in place, how they are communicated to employees.

In light of the confusion Croner is advising businesses to implement policies to encourage frequent communication, including back-to-work interviews, and consideration of individual circumstances.

Croner’s tips to creating an effective sickness absence policy:

• Give primary responsibility for sickness absence to senior managers or HR managers
• Keep relevant records
• Consider improving employment conditions to reduce workplace stress and accidents — which are often a root cause of sickness absence
• Consider improving physical working conditions, ergonomic factors in workplace design and health and safety standards
• Design jobs to give motivation and provide job satisfaction
• Provide proper induction and training
• Check that policies on equal opportunities and discrimination are in place and upheld
• Consider requiring absent employees to phone in by a given time on each day of absence
• Notify employees on requirements for reporting sickness absence
• Meet with employees in an attempt to resolve short term and long term absentee issues, and continue to communicate with the employee to gauge the seriousness of long term absence in business
• Ensure that senior managers, line managers and supervisors have the ability to conduct interviews and to support staff as appropriate during and following sickness absence.