The report also shows that workers in small companies are less likely to miss work through illness than their counterparts in larger businesses.
The study conducted by the Small Firms Association took place throughout Ireland and covered all sectors of Irish Business.
According to Avine McNally, Acting Director of the Small Firms Association the results show marked differences across sectors and regions, and show that small firms with less than 50 employees, are less likely to have workers absent on sick leave than larger firms.
“The national average for absenteeism is 3.6% or 8 working days. For large firms this rises to 4.6% or 10 working days. For small firms the average falls to 2.6% or 5 working days.
In cash terms, absenteeism costs small businesses with sick pay schemes an estimated €563 million per annum, based on average earnings of €143 per day.
“This takes no account of other direct costs such as the requirement to replace absent staff with other workers or overtime payments, and the cost of medical referrals; or of the indirect costs such as the effect on productivity and quality, the increased work pressure on other colleagues, and the admin time in managing absence. The overall cost in reality could be in closer to €900m,” commented McNally.
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“Back pain/injury and stress are the most commonly cited problems on medical certs.
“Employers should ensure that they are fulfilling their duty of care to their employees by including manual handling and stress when conducting risk assessments as part of their review of their Health & Safety Statements.”
McNally added: “it is a concern that stress remains one of the high reasons for absenteeism, as aside from the employees’ absence, stress can lead to a less productive workforce, faulty decision-making, and ultimately the possibility of legal action being taken against the company for negligence or constructive dismissal.
“With a contracting labour market some employees are being placed under additional pressure due to new and different responsibilities. Employers should be aware of the impact of their actions and consider the implementation of a specific policy on workplace stress. They should educate employees on stress management, while being receptive to the potential causes of stress and the early warning signs of stress. On a practical level, they should also ensure that their Employers Liability Insurance will protect them against any compensation awards that may arise from this area.”
In term of regions, the West and North-west and the North-east fair badly, with the average of 9.1 days (4.2%) and 7.2 days (3.3%) respectively.
McNally concluded: “There is an increasing need for business to have an overall policy to deal with absenteeism. There are issues for both employers and employees. Employers should be aware that there are a wide range of factors that can influence employees’ attendance patterns and levels.
“These include good communication, training and development, working conditions, job design, team working and the creation and fostering of a culture and organisational morale, which encourages and recognises excellent attendance. Promoting employee health and welfare, tackling the issues surrounding stress in the workplace and management training for handling absenteeism, should assist in reducing absenteeism.”
(GK)
