Sick leave policies, from an employer’s point of view

According to the Basic Conditions of Employment Act (Section 22) (BCEA), an employee who works a five-day week is entitled to 30 days over a 36-month period. This is a loss in productivity to a business and is thus a risk that needs to be managed. It’s not generally a risk that can be transferred via insurance unless the sickness results in disability.

Whilst some employers require a doctor’s note for sick days in excess of a minimum period e.g. 3 days, most sick days don’t require such a note and it is thus difficult for employers to determine whether the sick leave allowance is being used for additional annual leave.

Ultimately employers need to create a working environment in which employees enjoy working, in other words making the environment one of an employer of choice. This should reduce the need to take sick days just to stay away from the office/ factory. Some initiatives could include:

·        Hybrid working culture where possible

·        Proper goals, direction, and feedback

·        Recognition for a job well done

·        Respect for employees even when feedback is negative

·        A safe and comfortable working environment

·        Consistent and fair treatment of all employees

·        Executive coaching

Employers should also look at ways that they can reduce legitimate sick days. Those who chose to maintain the hybrid, home office/ corporate office, working environment post COVID found that sick leave figures, across the board, were positively impacted in several ways:

·        Those working from home were less likely to spread contagious illnesses to their colleagues in the office, vastly reducing the rate of absenteeism

·        Employees who worked from home managed their minor illnesses without requiring a full day off. The flexibility allowing them to rest and recover while maintaining their work responsibilities to some extent, without the fear of falling behind on emails or tasks

·        Those prone to stress relating to daily work and family commuting commitments were able to balance both better, resulting in improved overall physical and mental well-being

Ultimately, the impact of working from the office whilst sick depends on various factors, including the nature of the work, the work culture, and the specific health and well-being policies implemented by the employer. Striking a balance between the advantages of ‘face to face’ collaboration and the potential drawbacks related to health considerations being crucial to improving the work environment.

The behaviour of employees regarding taking allocated sick leave varies widely based on individual and cultural factors, company policies, and personal ethics. While employers can use surveys and similar to understand the reasons behind sick leave usage patterns, encouraging a culture that prioritizes employee well-being and communicating the importance of taking sick leave, when necessary, definitely contributes to a far healthier and more productive work environment.