Absence Management Statistics

Absence Management Statistics 2023: Facts about Absence Management outlines the context of what’s happening in the tech world.

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Top Absence Management Statistics 2023

☰ Use “CTRL+F” to quickly find statistics. There are total 19 Absence Management Statistics on this page 🙂

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Absence Management “Latest” Statistics

• According to Deloitte’s 2014 survey, 84% of respondents used a time and attendance system to manage their personnel. There will always be unplanned absences and workplace modifications.^[1]
• Over 25% of working time was lost by 8% of the organizations in the prior year due to COVID-19 related absences, or nearly one in ten, according to CIPD.^[2]
• In the CIPD’s 2022 Health and wellbeing at work survey, COVID-19 was in the top three causes of short-term absence for two-thirds of organizations (67% up from 39% last year).^[2]
• A typical percentage of active substitutes who fill an absence in a given week tends to be in the 20-30% range, according to the data from Frontline Research & Learning Institute .^[3]
• The lowest percentage of illness absence is among individuals in management and senior positions, such as chief executives and finance managers, at 11% in 2020.^[4]
• With a sickness absence rate of 1.4% in 2020, London has the lowest in the U.K by 0.4 percentage points, according to the Office for National Statistics – Labour Force Survey.^[4]
• Women’s illness absence rates have decreased over the last ten years at a quicker pace than men, 0.5 percentage points compared with 0.3 percentage points for men.^[4]
• “Public safety and national security” saw the largest rise in sickness absence, rising by 0.8 percentage points from 2019 to 2020.^[4]
• In 2020, the public and private sectors’ employee sickness absence rates were 2.7% and 1.6%, respectively.^[4]

Absence Management “Other” Statistics

• 3% of the American workforce, according to the U.S. Bureau of Labor Statistics, skipped work on any given day in 2020, and that doesn’t include time off for vacation, personal days, or holidays.^[5]
• According to Tsheets, almost 10% of employers admit to taking time off employee timesheet.^[1]
• As stated y Workplus in 2019, 38% of employers in the US use punch cards and paper timesheets.^[1]
• Employees that log their time at least once a day are 66% accurate, whereas those who log their time weekly are only 47% accurate, according to Affinitylive (2014).^[1]
• From 4.4% in 2010 to 3.9% in 2020, the rate for employees with long term health concerns has decreased by 0.5 percentage points, according to the Office for National Statistics – Labour Force Survey.^[4]
• In 2019 and 2020, those who work in the field of health and social care saw the highest rates of sick days (2.9% and 3.5%, respectively).^[4]
• According to the Office for National Statistics – Labour Force Survey, in other significant worker sectors, including national and local government, utilities, and communication, showed a decrease in sick leave over the course of the year, with the former down 0.7 percentage points and the latter down 0.5 percentage points.^[4]
• The only age group to see growth throughout the decade was those 65 and over, who had a 0.4% percentage point gain to 2.8% in 2020.^[4]
• In 2020, persons with long term health conditions missed 3.9% more days from work due to illness than those without such a condition.^[4]
• In 2020, women missed 2.3% of their working hours due to illness or injury, compared to 1.5% for men.^[4]

Also Read

How Useful is Absence Management

One of the key benefits of effective absence management is the ability to maintain productivity levels within the organization. When employees are frequently absent from work, it can disrupt workflow, create bottlenecks, and ultimately lead to delays in delivering products or services to customers. By implementing a structured absence management policy, employers can more effectively plan for and mitigate the impact of employee absences, ensuring that operations continue to run smoothly even when key staff members are out of the office.

Another important aspect of absence management is its impact on employee morale. When employees feel that their absences are being monitored and managed fairly, it can create a sense of accountability and trust within the organization. On the other hand, when absence management policies are perceived as harsh or overly punitive, it can lead to resentment and a lack of engagement among employees. Finding the right balance between supporting employees when they are genuinely unwell and addressing chronic absenteeism is crucial to maintaining a positive work culture.

From an employee’s perspective, absence management policies can sometimes feel like a double-edged sword. While the intention behind these policies is often to ensure that employees are taking care of their health and well-being, the reality is that employees may feel pressured to come into work even when they are feeling unwell. This can not only exacerbate the spread of illness within the workplace but also lead to burnout and reduced job satisfaction among employees.

Furthermore, absence management policies can sometimes be seen as a one-size-fits-all solution that fails to take into account the individual circumstances of employees. Not all absences are due to illness – employees may also need time off for personal reasons, caregiving responsibilities, or mental health issues. It is important for employers to approach absence management with a degree of flexibility and empathy, recognizing that employees are human beings with complex lives outside of work.

In conclusion, absence management is a valuable tool for employers to ensure the smooth operation of their organizations and support the health and well-being of their employees. However, it is important for employers to approach absence management with a balanced and fair mindset, taking into account the individual circumstances of their employees and creating a supportive work culture that values both productivity and employee well-being. Effective absence management requires a nuanced approach that prioritizes open communication, trust, and flexibility in order to create a positive and productive work environment for all.

Reference

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1. myshortlister – https://www.myshortlister.com/insights/time-and-attendance-statistics
2. cipd – https://www.cipd.co.uk/knowledge/fundamentals/relations/absence/factsheet
3. frontlineeducation – https://www.frontlineeducation.com/blog/talk-data-to-me-absence-management-during-covid-19/
4. ons – https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/labourproductivity/articles/sicknessabsenceinthelabourmarket/2020
5. guardianlife – https://www.guardianlife.com/absence-management/important