The season is changing as the long, carefree, lazy days of summer are wrapping up. Everyone is preparing for a change in weather, as well as their own mood, behaviour and stress levels. This time of year produces some of the highest stress levels for Canadians — even more than the holidays — and it […]
Caregiving can have a negative impact on the workplace, costing the Canadian economy $5.5 billion in lost productivity, a study finds.
Canadian workers are more likely to see presenteeism as a serious issue than employers, finds a Morneau Shepell survey.
Fifty-two percent of employees say the main reason for the last time they missed work was not because of illness, finds a Morneau Shepell survey of employees, employers and physicians.
Get upstream of health risks and benefits costs by putting the employee first
I recently attended CPBI’s Forum in Boston. A theme that emerged loud and clear from the majority of the speakers on the topic of benefits was that employers need to take a more active role in helping their employees manage the chronic conditions with which they are living and working. I wholeheartedly agree. But what if these employees struggle with health literacy?
World Cup fever could cost the British economy up to £4 billion ($7.35 billion) in lost productivity as millions of soccer—or football—fans take leave or call in sick to watch matches in this year’s tournament, according to a new survey.
According to a 2013 Conference Board of Canada study, Canada has an average of 9.3 days lost per employee per year, compared to between five and seven days in the U.S. and the U.K.
Recently, there has been a great deal of attention given to the problem of workplace absenteeism. According to the most recent information from Statistics Canada, the average Canadian worker was away from work for the equivalent of almost two weeks in a year. Those 9.3 days lost translate to 2.4% of gross annual payroll, or $16.6 billion for Canadian employers in 2012.
The rising costs of absenteeism and disability have compelled many organizations to put a new emphasis on actively managing disability claims in their organization. Consequently, employers are increasingly asking their insurers or third-party disability adjudicator to share information about a claim or a claim’s progress so that they might better manage the employee’s absence and eventual return to work.
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