we would like to thank the Kent based businesses who completed the
IMPPACT 08 On-line Survey. We are very pleased to announce the results
below. If you are interested in finding out more please do not hesitate
to email us. We
would also welcome you to join our IMPPACT 08 Workshop
of the biggest challenges facing organisations is to ensure that
they have a workforce who are well trained, motivated and are in
good shape physically and mentally to enable them to “do the
Three organisations have collaborated to develop some meaningful
data across a broad range of clients from a variety of market sectors
on the current situation that faces predominantly Kent-based employers
in managing and supporting their workforce. Businesses were invited
to complete a short questionnaire to give current and relevant data
upon which to raise awareness of what organisations can and should
be doing to reduce sickness absence in the workplace.
So why is this important and what does IMPPACT
Organisations can have a really positive impact
in supporting their staff by ensuring that they have in place and
are working to a robust set of absence management policies and procedures.
This approach can only serve to Improve staff Morale, Productivity
and Performance through Action and Cost effective Techniques.
Results summary and overview
1. What are the most frequent periods of sickness
absence in your organisation?
1 – 5 days - 95%
– 10 days 2%
than 10 days - 3%
Reasons for absence:
Mental health 2%
Of those who responded, the results demonstrate
a significant 84% of short-term absences through infections, which
typically cover illnesses such as colds, flu and headaches etc.
Habitually, a larger proportion of mental health, stress and musculoskeletal
related absences will fall into long-term absence.
Do you offer sick pay, as part of your employment benefits?
Over 75% of organisations that responded have
a sick pay scheme in place to cover short-term illness. It is not
clear how frequently this benefit is used.
Does long-term sickness absence within your organisation make it
difficult to plan your employee resources?
In the data that was collated there was an
even split between whether long-term sickness absence creates difficulties
in employee resource planning. Only 3% of those who responded identified
absence of 10 days or more therefore it may not have a significant
impact upon resourcing within the business.
4. Which periods of absence are more difficult to manage?
Repeated absence 42%
42% of those who responded viewed repeated
absence (regardless of whether short-term or long-term) as the most
difficult to manage, although this was closely followed by short-term
absence with long-term absence only cited as 20%. Typically however,
most management and HR professionals tend to agree that isolated
spells or even frequent spells of short-term absence are much harder
to manage around, given that there is much less time to plan replacement
5. Do you have a process for managing sickness absence?
A significant 75% of those who responded confirmed
that they had some sort of process for managing sickness absence
with a quarter of all who responded having no such system in place.
This survey does not establish to what level of process is adopted
by the organisations surveyed. However, it is interesting to note
that 25% have no form of process in place whatsoever.
6. Do you carry out return to work interviews on the first day that
employees return to work after sickness absence?
This question was split down the middle in
terms of response with 49% confirming that return to work interviews
were carried out on the first day back the staff who had been sick
and 49% confirming that this did not take place.
7. If no would you consider implementing the practice?
32% of those who responded confirmed that
they would consider implementing some sort of practice to help staff
back to work, with 25% choosing not to implement such process and
a significant 43% not answering.
It is questionable whether those organisations that answered with
a definitive no appreciate the true value in adopting a robust return
to work interview process.
8. What effect does sickness absence have on your organisation?
Put pressure on staff? 78%
Adversely impact upon staff morale? 7%
Create conflict? 2%
Makes you have to recruit short-term resources? 8%
There was a strong 78% response that sickness
absence within their organisations caused pressure to be placed
upon other staff. Interestingly 8% of those who responded advised
that they would have to recruit short-term resources to manage workflow
and another 7% believed that absenteeism had an adverse effect upon
staff morale. Only 2% thought that it created conflict.
The additional pressure that is placed upon existing staff can in
itself be a further driver in increased absence amongst staff that
in normal circumstances would not have been absent. As absence increases,
it is not surprising to experience an upturn in stress related absences
as increasing workloads means staff are then forced to work longer
hours and potentially feel undervalued and disillusioned with their
9. Do you as an organisation have any strategies to help employees
stay fit for work and life in general?
A very positive 53% of those who responded
confirmed that they did have strategies in place to support staff
in staying fit for work and life as a whole, however 47% did not.
10. Do you offer any specialist rehabilitation or other health services
Specifically looking at practical health interventions
41% of those who responded confirmed that they actively had services
in place to support staff, whilst nearly 60% of those who responded
confirmed that they did not.
11. Do you have medical advisers or other support to advise on sickness
When we looked at organisations using the
services of medical advisers or other support or advice around the
question of sickness absence, 46% confirmed that they did have specialist
support whilst 54% did not.
Please take a look at our Conclusions
from the results of the survey find out what our experts
If you are experiencing difficulties in managing workforce absence
• Jennifer Bowden - Chartered FCIPD – firstname.lastname@example.org
• Anna Daniels – Cert Ed, RSA - email@example.com
• Dr Manuel Fernandes - BSc, MBBS, MRCGP, DCH, DRCOG, DRRP,
AFOM, MIOSH. – firstname.lastname@example.org
We would also like
Karen from the Romney Resource Centre, New Romney who was the lucky
winner of the IPOD.
Well Done Karen!
(Karen is pictured below receiving her IPOD)
you would like to receive information on a conference considering
sickness absence and creating an environment where staff are encouraged
and supported in staying fit, improving morale and increasing
productivity please let