Soldier on or stay home? How to manage illness in the workplace

COVID turned “soldiering on” on its head. Back then, if you sneezed or coughed in the workplace you’d be sent home with a stern warning to keep your illness to yourself. Now the wheel is turning and we’re once again seeing people going to work when they’re unwell.

Employee illness is a challenge for small business owners. Absenteeism is a major issue, particularly in the winter months when viruses tend to peak. Small businesses need to be lean, so your people might be too busy doing their own job to cover for someone else, and your budget may not stretch to a casual worker or contractor. However sympathetic you feel, you have productivity and earnings to think about.  

“Some employers have actually enforced a culture based on productivity and making more money for the company using the excuse that the pandemic has long gone” says Annette O'Brien, Technical Broking Manager at Steadfast.

“Employees in these companies are under a lot of pressure to come into the office regardless of health issues, particularly illnesses where the symptoms are not severe.”

Presenteeism isn’t productive

It’s easy to see why small business owners might think twice about encouraging their people to stay home. However, it’s important to remember that presenteeism – working while unwell – can exacerbate the problem.

No-one is at their productive best when they feel sick. They’re also more likely to make mistakes or overlook details. Working could even prolong their illness or make it worse – most doctors prescribe rest as the best treatment for common viruses – and, if the illness is contagious, your whole workforce is at risk. All of these outcomes could end up costing you more.

Seven ways to help minimise the impact of workplace illness

1. Support a healthy workplace by promoting hand hygiene and maintaining a good indoor airflow. This can help minimise airborne transmission of viruses and bacteria.
2. Where possible, cross-train staff or document key processes so work doesn’t come to a stop when someone’s absent.
3. Make sure your staff understand the dangers of coming into work when they’re unwell, both in terms of their own health and that of their workmates.
4. If your people can work from home, make it clear that this is the right thing to do if they feel unwell. This is particularly important if they come into contact with vulnerable people.
5. If the job can’t be done at home, they should still stay home and rest.
6. Be as generous as you can with paid sick leave.
7. A change in culture must come from the top so set a good example.

Mental health and wellbeing

Business owners must be cognisant of their employees’ mental health.

“Mental illness is a major workers’ compensation issue and an increasing business risk as it’s the reason for more and more claims,” says O’Brien. “This is putting a lot of pressure on employers in terms of absenteeism and also increasing workers compensation premiums.”

Supporting mental and physical health in the workplace can reduce absenteeism, foster a culture of care and, ultimately, boost productivity.

 

 

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