Preventative approach to absenteeism
Absenteeism is a habitual pattern of absence from a duty or obligation without good reason. Scratch the surface though, and it can sometimes be an early warning system that your practice might have some problems.
If you are a Toolkit subscriber or the current holder of the Workplace Relations Workplace Health and Safety Policy, you will be familiar with the below graphic from Worksafe Queensland. This graphic indicates the comprehensive approach to creating and maintaining a mentally healthy workplace.
Source: worksafe qld.gov.au
When it comes to work health and safety legislation, this is covered by the Act, Regulations and Codes of Practice. Such as:
- Work Health and Safety (Psychosocial Risks) Amendment Regulation 2022
- Managing the risk of psychosocial hazards at work Code of Practice which came into effect in April 2023
- Anti-Discrimination Act 1991
- Industrial Relations Act 2016
- Fair Work Act 2009
- Human Rights Act 2019
- Information Privacy Act 2009
And in the event of work-related psychological injury, the Workers Compensation and Rehabilitation Act 2003.
Data such as turnover reports, hours of work (particularly overtime hours), compensation claims, incident and injury records, leave reports focused on sick leave are a great way to see how mentally healthy your practice is.
There are preventative measures a practice can put in place to prevent work-related absenteeism and they are:
- high and/or low job demands
- low job control
- poor support
- low role clarity
- poor consultation and communication
- low reward and recognition
- poor organisational justice
- poor workplace relationships and interpersonal conflict
- bullying
- harassment
- poor environmental conditions
- violence and aggression
- traumatic events
- remote or isolated work
Sometimes staff being absent is unavoidable. However, by creating a mentally healthy workplace the benefits are:
- decrease in work-related injuries and illnesses
- decreased in workers’ compensation claims
- thriving employees
- increase in productivity
- increase in engagement and job satisfaction
- decrease in turnover and recruitment costs
- increase in attraction of top talent and a
- decrease in absenteeism.
To assess how mentally healthy your practice is, consider if your practice:
- promotes workplace practices that support positive mental health
- eliminates and minimises psychological health and safety risks through identification and assessment of psychosocial hazards
- builds the knowledge, skills, and capabilities of workers to be resilient and thrive at work
- is free of stigma and discrimination
- supports the recovery of workers returning after a physical or psychological injury.
If you have answered yes to all of the above, there is no need to call however, if you answered no to any of the above, give Workplace Relations a call on 07 3872 2264 for practical steps and guidance on how to decrease absenteeism and create a mentally healthy workplace. Alternatively, you can email us on workplacerelations@amaq.com.au