Working Parents Struggling with Cost of Living and Sick Leave

Today people2people Recruitment shares recent polls revealing a concerning trend among Australian employees, with a significant number turning up to work unwell due to depleted sick leave and the pressures of the rising cost of living.

Over 60% of Australian workers reported attending work in the office while feeling unwell because they had no remaining sick leave days. Among those, over 90% confirmed they came to the office while sick not just once but multiple times in the last 12 months.

Suhini Wijayasinghe, Head of HR Solutions at people2people Recruitment, says, “This statistic underscores the potential lack of flexibility offered, and the financial strain many Australians face, making unpaid leave an untenable option. From an employer’s perspective, this can become a significant challenge: first, because unwell employees can spread germs among their team; and second, because when you are unwell, sometimes the best solution to get better faster is to simply take time off. For mild sickness, working from home is surely a good solution to stop the spread.”

The survey also revealed that 1 in 3 Australian workers took 10 or more days of sick leave in the past twelve months. A significant portion of this sick leave usage is attributed to childcare needs. The survey found that to care for sick children, 49% of working parents used their sick leave, 36% opted to work from home, while 15% relied on friends and family for support.

Tips for Employers to Manage Sick Leave and Support Employees:

1. Implement personal leave policies: Transition from traditional sick leave to personal leave, allowing employees to use their days for a variety of personal needs, not just illness.
2. Promote flexible work options: Encourage remote work or flexible hours for employees who need to care for sick family members, reducing the need for them to use personal leave.
3. Educate on leave policies: Ensure employees are fully aware of their leave entitlements and how they can use them, promoting a culture of taking leave when needed without fear of repercussions.
4. Create a supportive work environment: Foster an inclusive workplace culture where employees feel comfortable discussing their needs and challenges related to sick leave and personal responsibilities.
5. Provide health and wellness programs: Offer wellness initiatives that support mental and physical health, reducing the overall incidence of illness and promoting a healthier workforce.