A significant number of Australian employees have been turning up to work unwell due to depleted sick leave and the pressures of the rising cost of living, according to research by people2people Recruitment, an award-winning agency that operates in Australia, New Zealand and the UK.
Key findings in the results included:
- More than 60% of Australian workers reported attending work in the office while feeling unwell because they had no remaining sick leave days.
- Among those, over 90% confirmed they came to the office while sick – not just once but multiple times in the last 12 months.
- One in three Australian workers took 10 or more days of sick leave in the past 12 months. A significant portion of this sick leave was attributed to childcare needs.
- To care for sick children, 49% of working parents used their sick leave while 36% opted to work from home and 15% relied on friends and family for support.
Suhini Wijayasinghe, head of HR solutions at people2people Recruitment commented on the findings, in particular the 60% who work when unwell: “This statistic underscores the potential lack of flexibility offered and the financial strain many Australians face, making unpaid leave an untenable option.
“From an employer’s perspective, this can become a significant challenge. First, because unwell employees can spread germs among their team. And second, because when you are unwell, sometimes the best solution to get better faster is to simply take time off. For mild sickness, working from home is surely a good solution to stop the spread.”
Suhini and her team recommend the following for EAs advising their bosses on managing sick leave and supporting employees:
Implement personal leave policies
What about transitioning from traditional sick leave to personal leave?
- This would allow employees to use their days for a variety of personal needs, not just illness.
Promote flexible work options
Could those at the top encourage remote work or flexible hours for employees who need to care for sick family members?
- This would reduce the need for them to use personal leave.
Educate on leave policies
HR teams and line managers should make sure employees are fully aware of their leave entitlements and how they can use them.
- This would promote a culture of taking leave when needed without fear of repercussions.
Create a supportive work environment
Teams could work to foster an inclusive workplace culture where employees feel comfortable discussing their needs and challenges related to sick leave and personal responsibilities.
- This would also promote a culture of taking leave when needed without fear of repercussions.
Provide health and wellness programs
Could EAs suggest the company offer wellness initiatives that support mental and physical health?
- This would reduce the overall incidence of illness and promoting a healthier workforce.