As colder weather brings an increase in seasonal illness, many employees continue to work while unwell. Presenteeism, the practice of working despite sickness, is costing UK employers around £24bn each year.
Reduced productivity and prolonged illness are contributing factors alongside the pressure many people feel to remain available even when their health is compromised.
“Too many employees still feel pressured to push through illnesses, whether that’s a generic winter cold or something more serious,” says Brenig Moore, public health expert at workplace training provider Astutis. He adds that presenteeism affects both individuals and businesses as “employers are also paying far more than if the employee were to take a few days off to rest and recover.”
Moore urges organisations to review sick leave policies to ensure they are supportive and easy to understand, and redistributing the policy so staff know the company’s stance. He also emphasises the importance of reminding hybrid and home workers that they are entitled to rest.
“A lot of people see ‘working from home’ and ‘working from bed’ as their time to rest, when they really need to shut off,” he says.
Addressing Sick Leave Culture
Workplace culture plays a significant role in whether employees feel comfortable taking sick leave, and this means that leaders must model healthy behaviour.
“Managers and senior staff should model healthy workplace behaviour by taking time off when they’re unwell,” Moore says. “This helps employees feel able to do the same without judgement.
He also encourages open conversations about mental health and training for line managers. “Training line managers to recognise early signs of stress, anxiety, and burnout can help stop any issues before they escalate further,” Moore adds. “Remind employees that they need good rest and vital screen breaks while they’re working.”
Building A Healthier Workplace Culture
Moore suggests encouraging employees to take lunch breaks away from desks and promoting digital switch-off after hours. He said these small adjustments “can make huge differences to someone’s work life.”
He also advises investment in wellbeing programmes. “From mental health first aid training to employee assistance programmes, proactive support reduces stigma and shows their staff that wellbeing matters,” he says. He added that internal training sessions led by HR professionals can also be valuable and do not always require external providers.
“Changing the culture around sick leave is still one of the simplest tasks an employer can do, yet one of the most effective,” Moore adds.