engleski

Invisible Financial Costs of Employee Absenteeism

Employee absenteeism or employee absence consider all types of unpaid and paid time off such as vacations, sickness, personal time off, bereavement, parental and civic needs so it can be planned and unplanned, as well as justified or unjustified. Absenteeism is one of the most important organizational behaviours while it slows down the job and causes huge qualitative and quantitative costs: it seriously damages organizational productivity and it has a strong impact on organizational structure and culture. Financial costs can be direct ones, and they include wages and benefits, but their hidden nature of indirect costs is far more dangerous and it refers on replacement costs or overtime costs and productivity lost. This paper investigates all types of absenteeism causes, financial costs of employee absenteeism, methods of tracking and calculating costs, their effect on organizational output as well as implications for reducing absenteeism duration and frequency with special emphasis on sick leaves. Namely, there is a whole range of programmes for sickness reducing, reward programmes for motivating work presence and return-to-work policies that can ensure quite good return on investment. This is important especially in public sector where, commonly known, absence rates are higher than in other organizations, so government needs to deal with complexity of absenteeism problem. Also, this paper provides insight into financial costs of inefficient presenteeism so further, it compares financial costs of absenteeism and presenteeism. Undoubtedly, each employee deserves time off, but this time needs to be planned and well controlled so the main goal of this paper is to underline that absenteeism is measurable and it’s tracking and managing is not an “extra” cost.

Absenteeism ; Financial costs ; Presenteeism

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