Employer Surveillance on Sick Leave: Ensuring Employer Oversight during Absence

Employer Surveillance on Sick Leave: Ensuring Employer Oversight during Absence

Article:

Off the Sick Bed: Dealing with Unjustified Absences in the Private Sector

Unjustified absenteeism among private sector employees has seen a stunning surge since 2019, with a staggering 41% uptick over the past five years. Unsurprisingly, this phenomenon has rubbed many business owners the wrong way, prompting them to verify the validity of their employees' sick leaves.

© Pixabay By Pierre Fougères Published on

• Copy link Link copied

The rise of unjustified absences has left many employers at their wit's end, resulting in a growing number of them taking drastic measures. One of the methods gaining traction is hiring authorized commissioners to investigate whether the employees claiming sick leave are genuinely unwell or feigning illness. This step enables employers to avoid doling out extra salary bonuses on top of social security benefits for nothing.

Interviews with Olivier Garand, director of the Occupational Accidents and Occupational Diseases pole at HR consulting firm Spartes, reveal that his company deals with approximately 10% more inquiries on the topic every year for the past five years. While employers have had the authority to conduct surprise home visits, the physicians dispatched to the homes of suspect employees seldom concluded that the absence was unfounded. Unsurprisingly, they've become increasingly reluctant to perform these unannounced visits.

Controversial Approach or the Last Resort? ## When Evenly Matched Measures Aren't Enough

Olivier Garand provides intriguing statistics regarding the effectiveness of home visits for employees who were mandated to be off work between 9 a.m. and 11 a.m. and 2 p.m. and 4 p.m. Approximately 70% of these visits yield inconclusive results. However, Garand notes that such controls aren't systematic but rather targeted at individuals who raise cause for concern. As a result, he suggests that permanent monitoring is far from sustainable.

Before resorting to this extreme measure, employers are advised to engage in open dialogue with their employees' representatives regarding working conditions. By presenting the facts to all parties, employers can create transparency and ensure everyone understands the potential consequences of unjustified absences.

Wellness programs: A Promising Solution ## Fostering Employee Health and Eliminating Absences

A proactive approach that could significantly reduce the number of unjustified absences is promoting employee wellness. By implementing wellness programs, offering mental health support, and providing incentives for maintaining good health, employers not only reduce absences but also enhance employee morale and productivity.

Technology can also play a pivotal role in managing employee absences. Utilizing HR software can help employers in real-time monitoring of attendance, analyzing patterns of absence, and giving feedback to employees. Early identification of issues allows employers to take swift corrective action.

By adopting a mix of clear policies, employee engagement, and technology for absence management, employers can build a healthy and productive workforce while complying with evolving labor laws. uv

Additional Insights:

• Sick Leave Policies: To maintain a healthy work environment, employers should develop comprehensive policies that guide employee sick leave practices. Policies should outline the conditions for sick leave, notice periods, documentation requirements, and of course, compliance with relevant labor laws.
• Wellness Programs and Employee Engagement: Encouraging employee wellness is paramount in reducing absences. This includes employee health incentives, wellness programs, and regular engagement to create a supportive environment.
• Technology: Utilizing technology can revolutionize absence management by providing real-time feedback and helping employers track patterns of absences.
• Labor Law Compliance: While employers have the prerogative to monitor employee sick leave, they must ensure their practices adhere to existing labor laws and don't discriminate against protected characteristics.
• Labor Law Evolution: Staying informed about emerging trends in labor laws is crucial for employers to balance employee rights with business needs. Upcoming changes, for instance, include the expansion of paid sick leave laws in some states.

[1] Connecticut Labor Department[3] U.S. Equal Employment Opportunity Commission[5] Washington State Department of Labor & Industries

1. Employee wellness programs, incorporating mental health support and incentives for maintaining good health, could significantly improve working conditions within the private sector, reducing unjustified absences and fostering a health-and-wellness culture in the workplace.
2. As the surge in unjustified absences strains relationships between employers and their employees, a proactive approach emphasizing open dialogue and transparent policies pertaining to health-and-wellness and mental health can help create an understanding and addressing working conditions that might be contributing to unjustified absences.
3. To address the growing concern over unjustified absences, employers might consider implementing technology such as HR software to help monitor attendance, identify patterns of absence, and provide real-time feedback to employees, thereby promoting a culture of accountability within the workplace and adhering to evolving labor laws.

Read also: