With flu season around the corner, it’s important for employers to communicate that it’s acceptable to take sick days and prioritize well-being so employees don’t feel guilty taking time off, says Jodi Kovitz, chief executive officer of the Human Resources Professional Association.
“It really is on leaders to encourage people to take sick days because it’s all around better for business. Being preventative and encouraging employees to take sick leave allows them to truly recover from minor illnesses or issues they’re struggling with. If they don’t take the time to rest, it could lead to prolonged health issues and burnout.”
It’s also about preserving morale and building a strong organizational culture, she notes, adding if employees feel forced to work while they’re unwell, they may feel resentment which can foster a negative environment.
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“Those preventative measures and making it part of the DNA of the culture enables people to trust in the leadership team. Emphasizing and clearly communicating a wellness policy demonstrates to employees that leadership values individuals and cares about their well-being outside of . . . organizational objectives. I’ve seen firsthand how this trust enables a positive culture and morale.”
Accepting and welcoming the use of sick days is also key to attraction and retention as employees will feel more supported by their workplace, says Kovitz, noting it’s important for employers to communicate the use of sick days to onsite workers as well as those in remote and hybrid working arrangements.
Employees may feel guilty for taking sick days for a number of reasons, including the concept of ‘hustle’ culture. “People think with technological advances and the culture of ‘always being on’ that taking time off . . . is somehow going to put them at a disadvantage or isn’t acceptable, irrespective of the fact that we have laws saying that’s not how we’re supposed to behave. I think many companies have a hustle culture that discourages boundaries. It takes an intentional and deliberate approach to say to employees, ‘If you’re sick, make sure you rest.’ It’s up to leaders to model this behaviour.”
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The current job market might also cause employees to feel more guilty or worried, she adds, noting among some employees, there might be an unfounded fear that taking sick days conveys weakness or negatively impacts job security. They might feel guilty for overloading their co-workers as well, or fear being resented if they’re sick for more than a day.
Additionally, attitudes toward sick leave can differ between generations. According to a recent Dayforce Inc. survey, the percentage of employees younger than age 35 who take sick leave rose 29 per cent since 2019, compared to only a 16 per cent increase among employees older than age 35.
Older generations have historically embraced the concept of coming to work sick and toughing it out, while younger generations seem to be more focused on mental health and well-being, notes Kovitz.
“They’re talking more about mental wellness and advocacy and boundaries. There has been a major societal shift between . . . even 10 years ago and today, where we have a much greater willingness and need to talk about burnout in the workplace and how to protect ourselves. I think the newer generations are prioritizing talking about these things more openly and authentically at work and having much healthier boundaries.”
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