Cost comparisons between absenteeism and presenteeism, research review and tools to address presenteeism issues

1. The UK’s most knowledgeable supplier of
innovative products and services
to improve
workplace wellbeing and productivity

2. Absenteeism & Presenteeism:
Identifying the problems
and acting on them

3. Taking up the slack
• In all trading climates, organisations strive
to optimise their workforce
• If staff numbers have been reduced, it
becomes even more important
• When personnel are also worried about
their income, mortgage or personal
circumstances, they may be more
vulnerable to stress-related sickness

4. No time to be sick
• When the workforce is stretched, illness
has to be covered by overtime or temps
• This can be expensive and inefficient
• Individuals may also be reluctant to “own
up” to illness in case it jeopardises their
job security

5. Absenteeism
• EEF Westfield Health Survey
• Over 450 companies surveyed
• 5.0 days average absence
• Down from 6.7 days in 2010
• Individuals with no absence
up from 40% to 45%
• Fit notes and management
training have had impact

6. Absenteeism
• Easy to measure
• But the simple “here/not here” measure is
inadequate
• Not necessarily representative of the true
situation

7. Presenteeism
• Opinium Research - October 2010
• 3 in 10 Managers believe personnel
absent with MSD are well enough to work
• 50% feel their bosses don’t care about
their health
• 25% fear being sacked or facing
redundancy if they take time off sick

8. Presenteeism
• Red line – perceived productivity before
absence
• Purple line – actual productivity
Unmeasured Measured
loss lost
Productivity >>>
productivity
Time >>>

9. The cost of Presenteeism?
• 1999 study by The Employers Health Coalition
of Tampa (Florida, USA) showed Presenteeism
costs at up to 7x the cost of Absenteeism
• Much more recent research (not published) by
COPE Occupational Health and Ergonomic
Services (Nottingham, England) assessed
underperformance in an organisation of 1400
people and found the cost to the employer
amounted to £4,000 per person.
• Workplace Possibilities articles
• Centre for Mental Health

10. The cost of Presenteeism?
• Bob Grove: Centre for Mental Health
• 60 – 85%of employees report going to work
despite illness at least once in the last year
• 45% of personnel report one or more days’
presenteeism compared to 18% with one or more
days’ absenteeism
• Cost comparisons for presenteeism:absenteeism
– US : 2:1 to 7:1
– Australia 2:1
– Germany 3:1 (Unilever)

11. The cost of Presenteeism?
• Short term: substitution
– i.e. more presenteeism is associated with less
absenteeism
• Long term: compounding
• i.e. more presenteeism increases future
absenteeism
• http://www.centreformentalhealth.org.uk/employment/presenteeism.aspx

12. • An occupation-specific, simple-to-use
health screening tool.
• Assesses an individual’s Work Instability
(how well they are currently coping with
their job).
• It assesses both physical and psycho-
social factors.
• It can be used on a departmental or
organisational basis or for individuals.

13. • (Free) pilot opportunities now needed!

14. CtrlWORK
• Unique Personal • Energiser and
Efficiency Software Concentration Boost
• Based on extensive interventions include valuable
research tools and tips about
• Time Management
• Provides constructive
• Email Management
interventions to maintain
• Windows Shortcut Keys
concentration
• Can include corporate
messages, updates and news
RSS feed capability
• Extensive reporting capability

15. Back-Track
• Simple belt-mounted
device that reminds the
user of leans and stoops
• Data recorded for
download and
subsequent analysis

16. Back-Track

17. Other products…
• Lots of our well-established products
contribute to improved performance and
reduced absenteeism
• Here are a couple of examples …

18. Seating
• This is what we
have been doing
for many years!
• Quality seating +
• Good training =
• Better
performance!

19. Laptop Stands
• Use of laptop stand with built-in
document holder + keyboard and mouse
• 17% productivity increase
• Lindblad, Hendriksson-Larsen, Bongers,
2004

20. Extra Links
• The following items have come to light
since the presentation:
• http://rehabwindow.net/Display.aspx?id=1360
• http://www.rehabwindow.net/Display.aspx?ID=1073
• http://www.victoria.ac.nz/home/about/newspubs/news/ViewNews.aspx?id
=4467&newslabel

21. www.osmondgroup.co.uk
+44 (0)845 345 0898
info@ergonomics.co.uk