The Australian sickie


A recent national survey by a private health and wellbeing provider found that Australians are 30 per cent more likely to take a sick leave day than their counterparts in the UK. We can’t put this one down to the Brits feeling more positive about the Royal family or their performances on the Olympic sports arena. There is something else at play here. Oftentimes it’s the motive of the person on sick leave.

Australians take an average of nearly nine sick leave days a year and it’s averaged just under a fortnight per annum for many years, compared to just under seven days in Great Britain. The survey also shows if you work in a telco, a utility, a call centre, a tourism operator, or an outsourced provider the sick leave utilisation jumps to between 10 and 13 days a year on average.

Whilst physical or mental illnesses are randomly distributed in their weekly occurrence, the act of taking sick leave does not distribute evenly through the working week. A few years ago a senior HR director forum involving this writer checked their organisations’ sick leave records and found the following set of facts.

The lowest probability for occurrence of a sick leave day is Wednesday. The probability that a sick leave day will be registered on a Monday was three times that of a Wednesday, and Fridays came in at two and a half times the more modest Wednesday levels. Then come Tuesday and Thursday with sick leave probability more than one and half times that of a Wednesday.

With working weeks that include a public holiday (on other than a Wednesday) the above probabilities go up again for ‘sandwich sickies’ – those days caught between a weekend and a public holiday.

Furthermore, sick leave incidence is higher in industries where there are quota requirements on outputs, and the workplace tasks are repetitive, menial or stressful.

Sick leave incidence is also higher in workplaces where the local leadership culture is a ‘command and control – micro-management’ style. In poor culture workplaces, presenteeism compounds these factors. People who are genuinely sick come into work and spread their viruses, in part to protect their sick leave credits for a rainy day.

It is interesting that until recently one call centre business, Salesforce, bucked the industry stereotype and was Hewitt employer of the year for about five years in a row. Any visitor to Salesforce would have seen workstations decorated like a teenager’s bedroom, with the occupants happily ploughing through their demanding daily quotas. This seems to suggest that a concerted effort towards workforce engagement can have an effect on the incidence of sick leave, whatever the industry.

Genuine sick leave taking usually reflects, say, a week for the annual bout of influenza, plus another day for an unrelated ailment. That’s six days a year, not nine. My thesis from all this data is that Australia bears about three unwarranted sick leave days a year, for our 11 million workers. That number works out at 33 million working days lost, which at average weekly earnings of $66,000 per annum, results in a total cost to the economy of around $10 billion annually.

Addressing the sickie malaise is a case of ‘eliminate the negative, and accentuate the positive’ as the song goes.

Positive strategies involve targeting workplace cultures and leadership styles. The more inspired work colleagues are and the greater respect accorded to them. The higher will be their attendance and productivity rates. Chase out the command and control leaders to a corporate Jurassic Park where they feel more comfortable and relevant.

Negative strategies can also be effective. Scheduling routine return-to-work meetings with employees returning from bouts of sick leave is a useful technique. It’s also worth requiring medical certificates for absences of more than half a day rather than two days consecutive absence as many workplaces still do. If privacy settings allow, employers can easily follow absent workers on Facebook or read what they are tweeting, which is a legitimate and potentially instructive practice. Come down firmly on proven malingerers, and send coughing and spluttering ‘presentee’ workers home – they’re a danger to themselves and others.

Another strategy is to reduce sick leave entitlements to ten days a year on average or fewer, with perhaps up to thirty days extendable leave for those experiencing an authenticated severe or life threatening illness. These are policy guidelines that match typical sickness incidence and will protect almost all people, most of the time.

There was a recent case of a worker who took a sick day to organise a BBQ on Facebook. Unfortunately for him, his then boss was a Facebook friend. Now that boss is neither a boss nor a friend, and the industrial court turned down the worker’s appeal for reinstatement. Don’t let a minority of your colleagues barbecue your sick leave policy. That may mean a few who play with this fire may get burned. When that happens, others will not miss the message.

Peter Wilson AM is the national president of the Australian Human Resources Institute

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Mark Shaw
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Mark Shaw

Peter. At an aggregate level your numbers make sense. However for over 20 years and in many different organisations I have been able to directly reduce or help others reduce ‘sickies’ in a very simple way. My research consistently indicates that the single biggest variable to the level of ‘sickies’ is the quality of the relationship between the employee and their immediate supervisor. If the employee respects their immediate supervisor, ‘sickies’ are low. If they do not respect their supervisor, ‘sickies’ are high. My consistent approach that works again and again is to provide supervisors with relevant and factual information… Read more »

Kath McKay
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Kath McKay

The great Australian ‘sickie’ is a national institution and often referred to as ‘having a mental health day’! I am appalled by the tone of this article: suggesting that workers be required to produce a medical certificate for absences of more than one day!!! You should be ashamed of yourselves AHRI! If that is the sort of advice you dish up to managers then you are doomed to have a recalcitrant staff, or worse still, an obedient, compliant, biddable – and terrified – staff that produce little of ingenuity or creativity. Two sides of the same coin. The fact that… Read more »

William Forgan-Smith
Guest
William Forgan-Smith

Having had the opportunity to look at sick leave in a large organisation and across over 100 workplaces it was clear that unplanned absence rates varied considerably. Where sick and other forms of unplanned absence were high so were workplace accident rates. Not unexpectedly productivity and customer service measures in such workplaces were lower. There is no substitute for providing effective leadership, ensuring a high performance agenda, and the creation of a strong attendance culture. Case managing unplanned absences of all varieties should be part of the armory of all organisations. Making sick leave, workers compensation and like costs part… Read more »

Johanna Crawford
Guest
Johanna Crawford

I enjoyed the article and even more so the resulting debate.

I strongly disagree with the need to have a medical certificate for only one day. Australia’s already struggling health system does not need all those extra visits per year simply for a piece of paper, especially if the ailment is only the common cold for which the visit is otherwise useless.

I believe that any improvements on sick leave would have more significant effects on workplace morale. Good leadership is key here not more constraints.

Bev Jones
Guest
Bev Jones

This article is very interesting. The one topic that has not been addressed by the comments so far is that Occupational Health is managed very differently in Australia than it is in the Uk. It is completely common in the Uk for any industry, whether manufacturing, office work, construction, utilities etc to have an occupational health nurse either based permanently or on a part time basis at the workplace. The nurse, usually specifically trained in OH, would not be there as a reactionary service to injuries but to be proactive on employees health through health surveillance, wellness programs, health promotion… Read more »

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The Australian sickie


A recent national survey by a private health and wellbeing provider found that Australians are 30 per cent more likely to take a sick leave day than their counterparts in the UK. We can’t put this one down to the Brits feeling more positive about the Royal family or their performances on the Olympic sports arena. There is something else at play here. Oftentimes it’s the motive of the person on sick leave.

Australians take an average of nearly nine sick leave days a year and it’s averaged just under a fortnight per annum for many years, compared to just under seven days in Great Britain. The survey also shows if you work in a telco, a utility, a call centre, a tourism operator, or an outsourced provider the sick leave utilisation jumps to between 10 and 13 days a year on average.

Whilst physical or mental illnesses are randomly distributed in their weekly occurrence, the act of taking sick leave does not distribute evenly through the working week. A few years ago a senior HR director forum involving this writer checked their organisations’ sick leave records and found the following set of facts.

The lowest probability for occurrence of a sick leave day is Wednesday. The probability that a sick leave day will be registered on a Monday was three times that of a Wednesday, and Fridays came in at two and a half times the more modest Wednesday levels. Then come Tuesday and Thursday with sick leave probability more than one and half times that of a Wednesday.

With working weeks that include a public holiday (on other than a Wednesday) the above probabilities go up again for ‘sandwich sickies’ – those days caught between a weekend and a public holiday.

Furthermore, sick leave incidence is higher in industries where there are quota requirements on outputs, and the workplace tasks are repetitive, menial or stressful.

Sick leave incidence is also higher in workplaces where the local leadership culture is a ‘command and control – micro-management’ style. In poor culture workplaces, presenteeism compounds these factors. People who are genuinely sick come into work and spread their viruses, in part to protect their sick leave credits for a rainy day.

It is interesting that until recently one call centre business, Salesforce, bucked the industry stereotype and was Hewitt employer of the year for about five years in a row. Any visitor to Salesforce would have seen workstations decorated like a teenager’s bedroom, with the occupants happily ploughing through their demanding daily quotas. This seems to suggest that a concerted effort towards workforce engagement can have an effect on the incidence of sick leave, whatever the industry.

Genuine sick leave taking usually reflects, say, a week for the annual bout of influenza, plus another day for an unrelated ailment. That’s six days a year, not nine. My thesis from all this data is that Australia bears about three unwarranted sick leave days a year, for our 11 million workers. That number works out at 33 million working days lost, which at average weekly earnings of $66,000 per annum, results in a total cost to the economy of around $10 billion annually.

Addressing the sickie malaise is a case of ‘eliminate the negative, and accentuate the positive’ as the song goes.

Positive strategies involve targeting workplace cultures and leadership styles. The more inspired work colleagues are and the greater respect accorded to them. The higher will be their attendance and productivity rates. Chase out the command and control leaders to a corporate Jurassic Park where they feel more comfortable and relevant.

Negative strategies can also be effective. Scheduling routine return-to-work meetings with employees returning from bouts of sick leave is a useful technique. It’s also worth requiring medical certificates for absences of more than half a day rather than two days consecutive absence as many workplaces still do. If privacy settings allow, employers can easily follow absent workers on Facebook or read what they are tweeting, which is a legitimate and potentially instructive practice. Come down firmly on proven malingerers, and send coughing and spluttering ‘presentee’ workers home – they’re a danger to themselves and others.

Another strategy is to reduce sick leave entitlements to ten days a year on average or fewer, with perhaps up to thirty days extendable leave for those experiencing an authenticated severe or life threatening illness. These are policy guidelines that match typical sickness incidence and will protect almost all people, most of the time.

There was a recent case of a worker who took a sick day to organise a BBQ on Facebook. Unfortunately for him, his then boss was a Facebook friend. Now that boss is neither a boss nor a friend, and the industrial court turned down the worker’s appeal for reinstatement. Don’t let a minority of your colleagues barbecue your sick leave policy. That may mean a few who play with this fire may get burned. When that happens, others will not miss the message.

Peter Wilson AM is the national president of the Australian Human Resources Institute

46
Leave a reply

avatar
100000
  Subscribe to receive comments  
Notify me of
Mark Shaw
Guest
Mark Shaw

Peter. At an aggregate level your numbers make sense. However for over 20 years and in many different organisations I have been able to directly reduce or help others reduce ‘sickies’ in a very simple way. My research consistently indicates that the single biggest variable to the level of ‘sickies’ is the quality of the relationship between the employee and their immediate supervisor. If the employee respects their immediate supervisor, ‘sickies’ are low. If they do not respect their supervisor, ‘sickies’ are high. My consistent approach that works again and again is to provide supervisors with relevant and factual information… Read more »

Kath McKay
Guest
Kath McKay

The great Australian ‘sickie’ is a national institution and often referred to as ‘having a mental health day’! I am appalled by the tone of this article: suggesting that workers be required to produce a medical certificate for absences of more than one day!!! You should be ashamed of yourselves AHRI! If that is the sort of advice you dish up to managers then you are doomed to have a recalcitrant staff, or worse still, an obedient, compliant, biddable – and terrified – staff that produce little of ingenuity or creativity. Two sides of the same coin. The fact that… Read more »

William Forgan-Smith
Guest
William Forgan-Smith

Having had the opportunity to look at sick leave in a large organisation and across over 100 workplaces it was clear that unplanned absence rates varied considerably. Where sick and other forms of unplanned absence were high so were workplace accident rates. Not unexpectedly productivity and customer service measures in such workplaces were lower. There is no substitute for providing effective leadership, ensuring a high performance agenda, and the creation of a strong attendance culture. Case managing unplanned absences of all varieties should be part of the armory of all organisations. Making sick leave, workers compensation and like costs part… Read more »

Johanna Crawford
Guest
Johanna Crawford

I enjoyed the article and even more so the resulting debate.

I strongly disagree with the need to have a medical certificate for only one day. Australia’s already struggling health system does not need all those extra visits per year simply for a piece of paper, especially if the ailment is only the common cold for which the visit is otherwise useless.

I believe that any improvements on sick leave would have more significant effects on workplace morale. Good leadership is key here not more constraints.

Bev Jones
Guest
Bev Jones

This article is very interesting. The one topic that has not been addressed by the comments so far is that Occupational Health is managed very differently in Australia than it is in the Uk. It is completely common in the Uk for any industry, whether manufacturing, office work, construction, utilities etc to have an occupational health nurse either based permanently or on a part time basis at the workplace. The nurse, usually specifically trained in OH, would not be there as a reactionary service to injuries but to be proactive on employees health through health surveillance, wellness programs, health promotion… Read more »

More on HRM