Presenteeism is a word becoming more and more prevalent in the workplace. But what exactly is presenteeism? It is employees turning up to work but being unable to perform their duties, as they are unfit for work.

During the winter season, catching a cold or going down with flu commonly keeps people away from work. However, apparently many Britons are so afraid of losing their job that they continue going to work even when they are ill, the annual Fisherman’s Friend British Cold and Flu Survey has revealed.
The survey interviewed 2,000 adults across the UK and discovered that three in five employees did not take a single day off work in 2012 due to sickness, even though the average worker gets sick with a cold or flu twice a year.

Overall, workers took fewer days off in 2012 compared to the previous year - 1.4 days against two days in 2011. Just four years ago, the total cost of sickness-related time-off to the UK economy reached £9 billion. However, last year this sum dropped to £3.26 billion. Compared to 2011, the savings amount to £1.35 billion.

According to Fisherman’s Friend spokesman Rob Metcalfe, the survey shows that a growing number of workers prefer to continue going to work despite feeling unwell. This is linked to the economic recession and employees’ fears that spending time off work might cost them their jobs.
When economic conditions are more favourable, the average worker is more prone to calling in sick and spending time off work, he observed.

Whilst the cost of absenteeism has reduced significantly, the question needs to be asked what the long term cost to the business is.
a) Employees continually come in to work, underperforming and could potentially be signed off for longer.
b) The impact on productivity for the business
c) The impact on the workforce.

What can employers do to mitigate the cost of presenteeism?
By implementing a straightforward 3 stage plan, like that below, employers can begin to improve the issue.
1. Create an open people orientated culture, where people feel comfortable in being honest about their physical wellbeing.
2. Review current levels of presenteeism and monitor its impact in accordance with performance
3. Consider the potential benefit of developing fit for purpose policies and procedures that could reinforce your absence management strategy.