The number of hospital days made by British workers has fallen almost half since 1993, according to the Office of National Statistics. When an average employee spent 7.2 days a year at home because of illness, they took only 4.1 days of rest in 2017
It is hard to attribute the change in general medical achievements, says Kyley Einsley, a scientific assistant in the department. Infectious Disease Epidemiology at Imperial College London; people do not have to get sicker less often.
Instead, experts say the changing culture of work is responsible for creating stigma around taking a break. Studies have shown that mistrust and fear of bosses have forced an increasing number of employees to come to work when they are ill. This is the time of the year when the air is the coldest and the driest, the ideal conditions for the rapid transmission of the influenza virus. Medical specialists agree that staying at home during the early stages of influenza ̵
Experts say the changing work culture is the cause of creating a stigma surrounding holiday taking
But according to a survey by the British insurance company AXA PPP in 2015, almost 40% of employees do not tell their manager the real the reason for their absence when calling patients because they are afraid of being judged or believed.
For the unfortunate people whose employers force them not to jump over the job, the knowledge of how effectively to communicate the need for rest is an important step towards preserving their own health
So, why do some bosses give a short illness?
As a new technology and a quick link Instilling in the global business, a new dynamic of work has emerged. Depending on the industry, presence in the office is no longer a prerequisite for productivity. Many workers are equipped with all the necessary tools – computer and wifi – to work away from the office.
But with the freedom to work everywhere there is a wave of distrust from managers who can not personally watch their subordinates.
George Bue, vice president of human resources at Stiles Corporation, said that stigma comes from "older generations who have never assumed that someone can really work productively from home." It manifests itself as a form of resistance to the concept of a decentralized workplace in which employees trust to behave.
The combination of mistrust and constant demand for maximum productivity have led some managers to see the lack of a critical eye disease.
Only 42% of senior executives surveyed by AXA PPP have agreed that the flu is a sufficiently serious cause of absence, with less than 40% saying the same thing about back pain or elective surgery. The study also found that employees are much more likely to lie to their boss about the reason to stay at home if the cause is related to mental health (39% would say the truth) and not physical health (77%). not only managerial attitudes force us to work when we are ill. Many of the jobs that were once official and full-time have become fleeting and short-lived in the concert economy.
Today, when Pitt Robertson, an associate professor at the University of Edinburgh Napier, wrote in 2017: "Work can be a temporary, fixed-term, seasonal, project based, part-time, daily, agency, freelancer, peripheral, conditional, external, nonstandard, atypical, platform-based, outsourced, subcontracted, informal, undeclared, insignificant or uncertain. "
According to the US Labor Statistics Bureau, both the number of job vacancies and job division has increased over the past two years. As the turnover rate continues to rise, it is no wonder that workers behave more strictly at work – even if they have to appear sick.
This practice is called "Presentaism": people get into work when they are sick. 19659002] The Problem with the Representative
Over the past decade, the presidency has tripled, according to the Institute for Personnel Development. Of the more than 1,000 participants in their 2018 survey, 86% say they have witnessed cases in their organization in the previous year, compared with just 26% in 2010.
With managers showing so little understanding or support for sick-duty employees is not hard to understand why employees are worried about calling to patients, "wrote Glen Parkinson, director of small and medium-sized businesses for AXA PPP in 2015." Employers have to trust the employees to take appropriate uring without pain and, where possible, consider letting them work from home. "
Allowing a representative can be much more expensive for a company than creating an environment where people feel able to take sick leave; Infected employees have a consequential effect. And when it comes to mental health or other illnesses, allowing people to take the time they need at the beginning, this may mean less recovery time later.
Over the past decade, the Presidium has risen more than three times
A day spent in office can cause patients to increase flu infections by up to 40%, according to a Pittsburgh University study in 2013. Researchers have used data from the population of more than 500,000 employees in an epidemic simulation in Allegheny County, Pennsylvania to calculate the hypothetical spread of the influenza virus. The results show that 66,000 infections – 11.5% of the total number of employees – are caused by workplace transfer.
The most impressive scenario of the study is a "one or two influenza day" policy that results in nearly 17,000 fewer daily-policy infections (about 25% decline) and 26,000 less cases for a two-day policy with nearly 40%).
The abolition of presentimentism has clear benefits for long-term policy. health at work. In jobs that do not have a formal policy, however, employees need to communicate their needs to managers in a way that does not interfere with day-to-day operations.
Politics of Honesty
Experts say earlier the employee can notify his manager, the better. Establishing a communication line with the boss at the beginning of the disease can bring respect and give them more time to plan around the absence. Above all, honesty is the best way to avoid misunderstanding or indignation.
"The right way is to follow the policies and procedures of the organization," says Mark Marsens, director of human resources at a Pittsburgh-based healthcare company. Health + Wellbeing and a member of the Human Resources Management Expert Group on Human Resource Management. "The absolutely wrong way is to lie or exaggerate."
Marsens says there are two types of managers. The former believes that employees are inherently unwilling to work and therefore need a lot of rules. These managers will be prone to the thought of the worst of any employee, especially when the disease is excused as an excuse to leave the office.
The other type of manager will try to set reasonable standards and trust employees to be adults. The burden is on the managers themselves to create a culture in which employees feel empowered to take time, he says. The best way is by keeping an example.
"This means staying at home and being really offline when you feel too sick to work so your team knows it's good to do the same when they do not feel well. It is also important to avoid contact with employees who are sick at home unless it is really urgent. "
Finding the balance will always be a two-way street, requiring both employees and bosses to consider the responsibilities and well-being of the other before adding pressure. Especially during the influenza season, it is crucial to reduce the incidence of performance.
"The good boss has to sympathize and understand," says Bue. "Nothing builds a greater connection between the boss and the subordinates than to show real care." To comment on this story or something else you've seen on the BBC, please Page Facebook or Twitter . If you like this story, register for the weekly features of bbc.com newsletter called "If you read only 6 things this week". Selected selection of stories from BBC Future, Culture, Capital and Travel delivered to your mailbox every Friday.