Abstract
Leaveism is a recently coined term for alternative attendance behaviours to sickness absence and sickness presence. Initial studies suggest that leaveism might mask the true extent of sickness in organizations and represent a response to perceived job insecurity, the belief that sickness absence could harm promotion prospects, and low job gratification. To generate baseline reference values for leaveism in English and Welsh police forces to facilitate benchmarking and risk-reduction activities. Officers represented by the Police Federation of England and Wales contributed survey data on the incidence of three leaveism dimensions in the year to February 2016. We applied descriptive statistics to characterize leaveism and Pearson's χ2 tests to examine differences in incidence rates by socio- and occupational-demographic factors. Annual leave or rest days were used to take time off from work due to physical health complaints by 8499/14 451 (59%) of respondents and psychological health complaints by 5983/14 326 (42%) (dimension 1). Work was taken home that could not be completed in normal working hours by 7515/14 959 (50%) of respondents (dimension 2), and 5974/14 963 (40%) reported having worked while on annual leave in order to catch up with work (dimension 3). Incidence rates on dimensions 2 and 3 differed markedly by rank, with higher ranks reporting higher rates. These sector-wide findings suggest that leaveism is a cause for concern. Further research is required to identify sector-specific causes of leaveism with a view to informing interventions to tackle the problem.
Highlights
Research on worker attendance behaviours associated with sickness has traditionally focused on sickness absence and more recently sickness presence
It is the practice of employees: (i) utilising allocated time off such as annual leave entitlements, flexi hours, banked re-rostered rest days, etc., to take time off when they are unwell; (ii) taking work home that cannot be completed in normal hours; and (iii) working while on leave or holiday to catch up.[1]
Initial research indicates that the first dimension of leaveism is positively associated with fear of job loss and the expectation that attending for work while ill improves promotion chances, while negatively associated with job gratification and self-rated health, indicating that “this component of leaveism has to be interpreted as illness-related behaviour that is...a strategy induced by pressure and perceived insecurity”[2] and thereby highlighting the necessity for interventions targeted at these factors as a means to promote attendance and health
Summary
Research on worker attendance behaviours associated with sickness has traditionally focused on sickness absence and more recently sickness presence (presenteeism). Leaveism describes hidden sickness absence and work undertaken during rest periods It is the practice of employees: (i) utilising allocated time off such as annual leave entitlements, flexi hours, banked re-rostered rest days, etc., to take time off when they are unwell; (ii) taking work home that cannot be completed in normal hours; and (iii) working while on leave or holiday to catch up.[1]. In relation to the first of the leaveism dimensions, organisations require accurate sickness data in order to meaningfully inform policies and procedures to protect and promote workers’ health This is hindered if the true level of sickness absence is masked by alternative attendance behaviours that are little known and understood. Initial studies suggest that leaveism might mask the true extent of sickness in organisations and represent a response to perceived job insecurity, the belief that sickness absence could harm promotion prospects, and low job gratification
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