Employee Absence
Companies are failing to manage their employee absence rates effectively because of a lack of good data, according to Mercer's 2008 Pan-European Health & Benefit Report.
The survey found that although the majority of respondents can access details on the number of days employees are absent, only 42 per cent held data on the cause of absence and just a third had details of the direct cost of absence.
But good management data can help reduce costs to the employer. Steve Clements, principal in Mercer's health and benefits business, said: "In the current high-pressure and uncertain employment environment, it is important to quickly identify the causes of ill health and effectively target support services to these areas."
The report also found that the average European absence rate was 7.4 days a year, against an average rate of 5.1 days in a comparable US survey conducted by Mercer.
Mercer's 2008 Pan-European Health & Benefit Report, February, 2009
Following a Department of Health ruling, mobiles can now be used in hospitals. The ruling stated that NHS trusts should allow 'the widest possible use' of mobile phones in hospitals. However, as there is evidence that the electromagnetic radiation they emit can interfere with some electronic medical equipment, the ban will still be in place in areas such as wards with life-saving equipment.
Rules are also relaxing in other areas where mobiles have been banned. For instance, some airlines have introduced hardware that enables mobiles to be used safely during flights.
Guardian, February, 2009
Employee benefits have an important role to play in improving employee morale and performance.
Supporting this, Unum's annual Job Satisfaction Survey found a strong correlation between absence and job satisfaction. For employees with job satisfaction levels of 20 per cent or lower, the average number of sick days was 10 per year, compared with five days for employees with satisfaction levels of 80 per cent or more.
All types of employee benefits, from financially-orientated benefits such as pensions and savings products to those focused on health and wellbeing, can have a positive effect on employee health and morale.
Support services, such as employee assistance programmes (EAPs), can also play a key role, enabling employees to access advice and information on problems that might adversely affect them.
Cover Magazine, February 2009
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