How To Manage Employees Who Pull Regular Sickies

Frequent employee sick days can impact a business by reducing productivity, increasing the workload on other employees, affecting customer service and increasing costs due to overtime or temporary staffing. It can also lead to decreased morale and affect team dynamics.

To mitigate the impact, employers may implement policies for managing sick leave, provide employee wellness programs and communicate expectations clearly to employees.

This article is intended for employers who have employees who are constantly absent from work due to being unwell.

What are “sickies”?

“Sickies” is a term used to refer to unscheduled or unplanned absences from work, particularly when an employee calls in sick at short notice without providing a specific reason or medical certificate to support their absence. Often the employee is not sick at all.

Regular sickies would typically refer to frequent unscheduled absences from work due to illness or injury, without any underlying medical condition or other valid reason. The frequency and duration of such absences may vary depending on the individual employee, but they are typically considered to be excessive or disproportionate to the employee's overall health status or work requirements.

The frequency could be weekly or monthly, but significantly more than the average employee is unwell.

Regular sick days can have a significant impact on a business and its employees. Sickies can disrupt workflow, reduce productivity and increase the workload on other employees. This can result in delays, missed deadlines and decreased quality of work, which can affect customer satisfaction and harm the reputation of the business.

Regular sick days can also increase costs for the business, particularly if temporary staffing or overtime is required to cover the workload. This can have a negative impact on the bottom line and limit the resources available for growth or investment.

Why do employees take regular sickies?

There are lots of reasons why employees may take regular sickies, including personal obligations, health and lack of motivation. A few of the most common reasons are listed below.

Stress and burnout

It may be due to stress and burnout caused by excessive workload, long hours, or poor management practices. They may feel overwhelmed and unable to cope with the demands of their job, which can lead to physical and mental health problems.

Family or personal obligations

It could be to attend to family or personal obligations, such as caring for a sick family member, attending a child's school event, or dealing with a personal crisis. They may feel that their job is not flexible enough to accommodate their personal needs.

Mental health

Another reason is mental health issues, such as anxiety, depression, or other mental health conditions. They may feel unable to cope with the demands of their job and require time off to manage their mental health.

Lack of motivation

A common reason is a lack of motivation or engagement with their job. They may feel bored, unchallenged, or disengaged, which can lead to a lack of motivation and increased absenteeism.

Lack of job satisfaction

Employees may take regular sickies due to a lack of job satisfaction. They may feel that their job does not align with their values, interests, or career goals, which can lead to decreased motivation and increased absenteeism.

Job interview

Some employees may take sickies because they want to attend a job interview for another position. They may feel that their current job is not fulfilling their career aspirations and are seeking other opportunities.

Side hustle

A side hustle or freelance work could be the reason an employee is taking frequent sick days. They may feel that their current job is not providing them with sufficient income or opportunities for professional growth and they may be seeking additional sources of income or creative outlets.

How to discourage employees from taking regular sickies

As mentioned above, frequent sick days can be very disruptive to a company so a lot of employers try to discourage employees from taking regular sickies. This can be done in a variety of ways including different procedures and implementing different levels of support.

Develop clear policies and procedures

Having clear policies and procedures for sick leave is important to ensure consistency, fairness and compliance with legal requirements. Clear guidelines help employees understand their entitlements and responsibilities and they provide a framework for managers to manage absenteeism and monitor employee health and well-being. This can help to reduce the impact of sick leave on the business and other employees and promote a positive workplace culture.

A sick leave policy should include information on the entitlements, requirements and procedures for taking sick leave. This may include the amount of sick leave available, the process for requesting and approving sick leave, the documentation required to support sick leave and any consequences for misuse of sick leave. It should also outline the employer's duty of care to provide a safe and healthy workplace and the employee's duty to report illnesses and injuries promptly.

To effectively communicate a sick leave policy to employees, it's important to provide clear and concise information in a format that is accessible and easily understood. This may include distributing the policy in written form, posting it on a company intranet or notice board and providing training or guidance on how to use the policy. Employers should also be available to answer any questions or concerns employees may have about the policy to ensure understanding and compliance.

Monitor and document sick leave

Monitoring sick leave usage is important to ensure compliance with policies and procedures, identify any trends or patterns in absenteeism and manage the impact of sick leave on the business and other employees. This can help employers to identify and address any underlying health or workplace issues that may be contributing to sick leave usage and take proactive measures to promote employee health and well-being.

Tracking sick leave usage and documenting it appropriately can be achieved through the use of attendance tracking software or manual record-keeping systems. Employers should ensure that accurate and up-to-date records are maintained, including the dates and duration of sick leave taken and any relevant supporting documentation. Regular monitoring of sick leave data can help identify patterns and inform strategies to manage absenteeism and promote employee health and wellbeing.

Addressing patterns of excessive sick leave usage requires a proactive and supportive approach that prioritizes the health and well-being of the employee while managing the impact on the business and other employees.

This may involve having a confidential discussion with the employee to identify any underlying health or workplace issues, providing access to support and resources and developing a plan to manage absenteeism and support the employee's return to work.

Employers should also be mindful of their legal obligations and seek expert advice if necessary.

Address the issue

Addressing the issue of excessive sick leave usage directly with the employee is crucial to promoting a culture of transparency, trust and respect in the workplace.

By having a confidential conversation, employers can gain a better understanding of the reasons behind the employee's absenteeism and work collaboratively to identify solutions that support the employee's health and well-being.

Direct communication also demonstrates that absenteeism is taken seriously and can help to prevent the issue from becoming more serious or widespread.

Approaching the conversation about excessive sick leave usage in a professional and respectful manner is key to maintaining positive working relationships and fostering a supportive workplace culture.

Employers should start by setting a private and confidential meeting with the employee, expressing concern for their well-being and seeking to understand the reasons behind their absenteeism.

They should listen actively, avoid making assumptions or judgments and provide reassurance and support.

Employers should also clearly communicate the impact of absenteeism on the business and explore possible solutions collaboratively.

Throughout the conversation, employers should maintain a respectful and non-confrontational tone and be open to feedback and suggestions from the employee.

Provide support

Providing support to employees who may be struggling with health issues or personal problems is essential to promote their well-being and productivity. Employers should ensure that employees are aware of the support and resources available to them, such as employee assistance programs, mental health services and flexible work arrangements.

They should also approach the conversation with empathy and understanding, actively listen to the employee's concerns and explore possible accommodations or adjustments that could help them manage their workload or balance their personal and professional commitments. Regular check-ins and ongoing communication can also help to maintain a supportive and positive work environment.

Providing resources and support to help employees improve their attendance and productivity can involve a range of strategies. Employers should start by setting clear expectations and goals, outlining the consequences of absenteeism and establishing a supportive and non-punitive environment.

They should also provide training and coaching on time management, stress management and work-life balance and encourage healthy habits such as exercise, good nutrition and adequate sleep.

Additionally, employers may consider offering incentives and rewards for good attendance and performance, providing opportunities for career development and job satisfaction and creating a positive and inclusive workplace culture that values employee wellbeing and engagement.

Final thoughts

Regular sick leave can have a significant impact on a business and its employees. Clear policies and procedures for sick leave should be established and communicated effectively to employees and sick leave usage should be monitored and documented appropriately.

Employers should address patterns of excessive sick leave usage with employees in a professional and respectful manner and provide support and resources to those who may be struggling with health issues or personal problems.

To improve attendance and productivity, employers should set clear expectations and goals, provide training and coaching, offer incentives and rewards and create a positive and inclusive workplace culture.