Critical Analysis of Sick Leave: HRM and Organizational Sustainability

This essay critically analyzes the contemporary human resource management issue of sick leave, exploring its multifaceted implications on organizational sustainability. The paper begins by establishing the significance of human resource management in addressing emerging trends, including sick leave policies and their impacts on employee well-being and productivity. The analysis delves into the ethical considerations of taking sick leave, the importance of protecting co-workers from contagious infections, and the impact of employee health on workplace efficiency. The essay further investigates the negative consequences of presenteeism and the benefits of well-defined leave policies for employee retention and organizational productivity. It addresses the challenges of managing sick leave, particularly in cultures where it is perceived as an entitlement, and proposes strategies for mitigating abuse. The paper also explores various approaches and techniques, such as tracking absenteeism, implementing wellness programs, and addressing workplace stress, to reduce sick leave costs and promote a healthier work environment. The essay emphasizes the need for a balanced approach that considers both employee welfare and organizational efficiency, advocating for effective mechanisms to manage sick leave and maintain a productive workforce.

Sick Leave 1
Name
Tutor
Course
Date

Sick Leave 2
Sick Leave
Introduction
Globally, human resource management has been confronted with several contemporary issues.
The human resource management department has advanced in its practices aptly to accommodate
these emerging trends in this field. They still need to remain vigilant and innovative to
successfully handle future trends, and associated impacts to ensure the sustainability of the
organization. The department is trusted with a wide range of responsibilities. As they are at the
core of the organization's strategic planning process, this is beside their traditional role of
administration which revolves around recruitment and compensations (Smith, 2016, p. 254). It is
important for business owners and other organizational stakeholders to have an understanding of
the present-day issues that human resource managers encounter. Some of these issues are
positive industrial relations, flexible-working hours, work from home concept and sick leave.
This paper pursues to critically analyze sick leave. Exhaustively outlining its impacts on the
organization from a wide range of assessments.
Question one
When you share space with various people daily, falling sick while at work or when you
are about to report to work is unpreventable incident. Sickness exists among people at the work
stations. Taking some time off once in a while to recuperate from illness should be accepted and
equally anticipated. When someone is feeling unwell or has established existing sickness that
needs to be addressed medically, then they need some time- off to promptly address their
condition (Allebeck & Mastekaasa, 2017, p. 92). Sick leave was designed to proficiently address
such an issue in the workplace. Personally, when I am sick I do call in sick to work. From

Sick Leave 3
personal experience, different organizations and generally workplaces have adopted varying sick
day policies, but there exist agreeable common reasons for taking sick leave.
On top of my reasons for taking sick leave, is to protect workmates from contagious
infection. I consider it to be ethical. It a demonstration of respect and care for co-workers.
Staying at home prevents broaden infections within the company. Various studies have
established that customers' health can be preserved by a simple act of staying at home. Mild
sickness can develop into more complicated medical problems if an employee does not take
timely sick leave to attend to the condition (Aronsson & Gustafsson, 2016, p. 278).
Secondly, injuries and intense sickness make you less productive at work. These
conditions lead to underperformance. It is unscrupulous to be present at work but not fully
delivering your services to the organization (Caverley, et al., 2016, p. 317). This scenario may be
referred to as presenteeism. Inefficiency at workplace impacts on both the productivity of the
organization and the general morale of the fellow workers. To avoid impeding the efficiency of
others. It is generally accepted among all organizations to take sick leave.
From a manager's perspective, it is only wise to limit the number of sick leaves through a
comprehensive leave policy but not to eliminate this provision. The key benefit that human
resource managers usually gain that is related to sick leave practice, is the retention of the top
skilled employers (McKevitt, et al., 2017, p. 234). When accomplished and talented employees
have access to paid sick leave, they feel comfortable and appreciated. They don't have to struggle
in striking the balance between their jobs and health.
From a manager's perspective, it is only wise to limit the number of sick leaves through a
comprehensive leave policy but not to eliminate this provision. The key benefit that human

Sick Leave 4
resource managers usually gain that is related to sick leave practice, is the retention of the top
skilled employers (McKevitt, et al., 2017, p. 234). When accomplished and talented employees
have access to paid sick leave, they feel comfortable and appreciated. They don't have to struggle
in striking the balance between their jobs and health.
Question Two
Also, the negative effects of inefficiency that result from sick employees who are present
at work but are underperforming are curtailed by sick leave. This protects the company from
incurring high costs resulting from low production. When an employee has prolonged sickness
conditions that are not properly attended to they can be a liability to the business (Werner &
Cote, 2018, p. 124). There overall functioning and focus is impeded. In most of the cases, the
cost organizations incur due to inefficient productivity resulting from inefficient employees,
usually outweighs the cost of providing sick leave to the employee. It is only prudent for human
resource managers to advocate for sickie to the employees (Stevens & Campion, 2018, p. 526).
To prevent unmatched losses that could occur in areas that require levels of concentration. And
also protect those who are involved in carrying hazardous activities.
Curbing an increase in the number of sick leaves within the company is necessary. Implementing
appropriate leave policy is at the core of this process. The human resource management
department should establish policies that define eligibility for work leave. Employees should be
made aware of what happens if they fall sick (Wattanasupachoke, 2019, p. 167). Consequences
for differing the stated policies should be clearly outlined. Due to these policies' requirements,
some organizations have formulated generous leave plans intending to reduce the abuse of sick
leaves. This move seems to be controversial.

Sick Leave 5
Generous leave plans serve as a fundamental tool for managers to retain and attract
talented skills to their organization. Job hunters are more attracted to a favourable working
environment. The human resource managers should offer sick leave programs that are approving
to the present and potential employers (Guest, et al., 2019, p. 234). The skilled labour force
contributes enormously to the revenue growth and general productivity of the Company. This
will give the organization business a competitive advantage over its rivals in the industry
On the contrary generous leave, plans add more cost to the business. Sick leaves policy
should be aimed at serving the employees fairly and not 'enriching' them. When the plans appear
to be so good several employees are tempted to abuse it. As they all seek to experience the
package. This does not lead to the intended objective of ultimately reducing the misuse of sick
leave.
Question three
Sick leave is a global practice that has been adopted for a long period. Various countries
practice and encourage the implementation of sick leaves to protect sick employees. However,
when my employees perceive sick leave as an entitlement and as part of the Australian culture.
This can be challenging and needs to be addressed meticulously.
I will educate them on the importance of taking sick leave both to the employee and the
organization. Enlighten them on when one should take a sickie. This will make them discern the
circumstances to call in sick. Further, I will educate them on the negative impacts of sickie on
the company, the number of losses that the company realize when people abuse sickie. I believe
this will make them realize that it is not ethical to take sickie because others have taken it before,

Sick Leave 6
or are taking it somewhere. They will realize that it is not a cultural practice as the notion has
been.
I see this statement as an impending disaster of sick leave abuse. While it is important to
always develop a healthy working environment. Where there is trust between employer and
employee. Sometimes it is very challenging to stick to this rule. To avoid the actual abuse of sick
leave within the organization. I prefer asking for a medical certificate from my employees when
they are absent for more than two consecutive days. It is necessary to let the employees be aware
that a medical certificate is needed as proof of sickness. This may seem to be controversial but if
you judiciously explain to the employees why it is necessary to present the medical certificate for
validation, it can help reduce the levels of abuse of sickie. If an employee fails to produce the
certificate, it should be treated as a disciplinary issue.
There are various incidents that employees have abused sickie. They don't care about the
losses the business incurs due to this evil behavior. The business should not suffer at the expense
of regular sick leave abuse. The human resource management department needs to have mature
discussions around sickie. To establish effective ways of curbing unnecessary absenteeism
within the organization (Aronsson & Gustafsson, 2016, p. 97).
Question Four
There are various approaches and techniques that the human resource management
department can adopt to reduce and maintain low sick leave costs. Below are the best suitable
and effective approaches for this task.
Tracking absenteeism of employees. The management team should employ an integrated
system for tracking the absence of employees. This is the initial initiative that helps to reduce

Sick Leave 7
costs. The company will be able to correctly track the financial burden resulting from the sick
leave. They should then inform the employees of the progress of the losses incurred
(Poongavanam, 2017, p. 21). This will discourage employees from misusing sick leave plan.
Previous researchers have established that wellness programs are strongly related to
productivity. When organizations design a good wellness program they can tremendously reduce
the levels of absenteeism within the organization. Wellness programs have the sacred ability to
assist employees in different ways. First, it helps the employees to observe and embrace a
healthier lifestyle. Secondly, it creates a culture that promotes and dwells on the importance of
realizing optimal health status (Aronsson & Gustafsson, 2016, p. 234). This a cheaper way of
reducing levels of absenteeism while improving productivity. Healthy people are more efficient
in the production process.
Identifying and reducing stress. Work can be stressful to a big portion of the employers.
It is necessary for the management to cautiously identify stress causers within the organization.
Then endeavour to keep low levels of stress. The organization should cultivate a conducive
environment for workers to share about their stressful situations. This will make the workplace to
be a pleasant environment (Caverley, et al., 2016, p. 67). They will love coming to work. Hence
low levels of misuse of sick leaves. This will see a consequential reduction in the cost of sick
leave.
The human resource management team needs to identify and implement the programs
according to the specific organizational needs. Sometimes it is important to implement all of
these programs, while at times it is all right to implement them solitarily. It all depends on the
levels of abuse of sick leave.

Sick Leave 8
Conclusion
The businesses need to offer sickie to their employees to maintain a healthy work team. They
need to be cautious along the way as not to incur high sick leave costs. There is a prevalence
among some employees to abuse sickie. Hence they need to establish an effective mechanism on
how to deal with the abuse of sick leave.

Sick Leave 9
References
Allebeck, P. & Mastekaasa, A., 2017. Risk factors for sick leave-general studies. Scandinavian
journal of public health, 64(2), pp. 49-108..
Aronsson, G. & Gustafsson, K., 2016. presenteeism: prevalence, attendance-pressure factors, and
an outline of a model for research.. Journal of occupational and environmental medicine,, 97(1),
pp. 958-966.
Caverley, N., Cunningham, J. B. & MacGregor, J. N., 2016. Sickness presenteeism, sickness
absenteeism, and health following restructuring in a public service organization. Journal of
Management Studies,, 98(2), pp. 304-319..
Guest, D. E., Michie, J., Conway, N. & Sheehan, M., 2019. Human resource management and
corporate performance in the UK. British journal of industrial relations, 23(2), p. 234.
McDonnell, A. et al., 2016. Weathering the storm? Multinational companies and human resource
management through the global financial crisis. International Journal of Manpower, 67(1), p. 34.
McKevitt, C., Morgan, M., Dundas, R. & Holland, W. W., 2017. Sickness absence and ‘working
through’illness: a comparison of two professional groups. Journal of Public Health, 79(2), pp.
234-453.
Poongavanam, S., 2017. Employee absenteeism-A case study of leather firm in Vellore.
International Journal of Research in Social Sciences, 7(10), pp. 5-21.
Smith, M. E., 2016. Work phobia and sickness leave certificates: guest editorial. African Journal
of Psychiatry, 12(4), pp.249-253, 23(4), pp. 249-253..
Stevens, M. J. & Campion, M. A., 2018. The knowledge, skill, and ability requirements for
teamwork: Implications for human resource management.. Journal of management, 33(2), pp.
503-530..
Wattanasupachoke, T., 2019. Strategic human resource management and organizational
performance: A study of Thai enterprises.. Journal of Global Business Issues, 27(1), p. 167.
Werner, E. L. & Cote, P., 2018. Low back pain and determinants of sickness absence.. The
European journal of general practice, 13(2), pp. 125-235.
Wright, C. F. & Constantin, A., 2020. Why recruit temporary sponsored skilled migrants? A
human capital theory analysis of employer motivations in Australia. Australian. ournal of
Management, 34(2), p. 0312896219895061..