What is absenteeism?
Absenteeism means an employee does not show up for work due to "illness. We put 'illness' between brackets on purpose, because this does not mean that an employee is always unfit for work when absent. Absenteeism can also mean that an employee is less employable due to psychosocial complaints (e.g. in case of a divorce). Absenteeism can be a short period, but it can also be of a longer duration. There is a difference between short-term and long-term absenteeism. When an employee is absent for more than six weeks, it is referred to as long-term absenteeism. In those cases, the situation is reviewed by a company doctor and he/she gives advice on what to do next. As an employer you then make agreements with the employee. These agreements concern, for example, activities that the employee can perform. Is an employee absent for more than 42 weeks? Then the UWV must be notified. After two years, the employer may request permission to dismiss the employee.
What are reasons for absenteeism?
There are several reasons why employees call in sick at work. One third of long-term absenteeism has a psychological background. By this we mean, for example, employees with burnout, overworked employees or employees with depression or anxiety disorders. Another reason for absenteeism is a labor conflict. It is common for employees to call in sick as a result of a disagreement or other conflict in the workplace.
Why is absenteeism a problem?
Employee absences can have a major impact on the company. Not only does it lead to additional costs when employees drop out, as an employer you also lose a large part of the company's accumulated experience and knowledge. Reasons enough for employers to invest in reducing absenteeism.
What is the cost of absenteeism?
It costs an enormous amount of money when an employee is absent. But what costs should you really consider as an employer? And what are these costs for? One day of absence costs an average of 250 euros. These costs include the wages that you (partially) continue to pay the employee, replacement for the sick employee, loss of turnover and/or production, absenteeism counseling and possibly reintegration. Absenteeism is expensive, so the trick is to limit absenteeism by intervening in time and ensuring that employees get the right help in time. But even better: preventing absenteeism. You do this by investing in sustainable employability .
How do you prevent absenteeism?
To keep your employees healthy for as long as possible, there are several measures you can take as an employer. For example, it is important to provide a safe environment with a good health and safety policy. Make sure that the atmosphere in the workplace is good, but also make sure that employees have enough exercise so that they also stay physically fit. In addition, it is important not to focus on things that are not going well, but rather on things that are. Give each other continuous feedback so they can continue to improve. In addition, research shows that reducing work pressure does not prevent burnout. To reduce the risk of burnout, it is important that employees are deployed where they get the most energy. These energy sources ensure that the employee can cope better with the workload. Reducing workload does not prevent burnout, research shows. To reduce work stress, it is important that employees are deployed where they get the most energy. These sources of energy allow the employee to cope better with work pressure. Finally, research shows that employees who feel they can develop their talents and learn new things are less likely to be absent from work. So as an employer, make sure that you give employees the opportunity to continue to develop.