We know that absenteeism is expensive. It is accepted that there is a 1:1 ratio between the rate of absenteeism and its cost as a percentage of the wage bill. This is because it is necessary to finance the replacement and management of absentees, the additional cost of overtime and disorganisation. Quantifying absenteeism in this way will only allow a very cursory assessment to be made of all the indirect costs, including damage to the company's image, lower quality of service, and even a reduction in the degree of motivation of those who are most assiduous.
Controlling the absenteeism threshold is therefore a key element of management, because by extension and above a certain level, it affects the health of the organisation itself. What's more, it is more than likely that any new employee who joins a 'sick' organisation will in turn be 'contaminated'.
EXAMPLE
Read the full article "managing absenteeism in the workplace". on HR4free, our blog dedicated to Human Resources management.
