Introduction
So where does the culture of taking time out from work when people really are not unwell originate and why has it been allowed to flourish especially within the UK?
These questions and others such as how society has moved towards this particular form of casual dishonesty are genuine and real; examining the roots of where this behaviour has come from can help us all understand why it is so difficult to change people's attitude towards their work and their employer in the long run. The capitalist system at work has much to answer for, it seems as all roads lead to the organizational stigmas and priorities of organizational life.
Sick note culture represents a major problem for many countries. It is estimated to be one of the key causes of economic loss and inefficiency in the British and other national economies. Various causes have been suggested from overworn theories (e.g. presenteeism) to other factors that have been less researched such as levels of stress inherent in people's working lives.
Almost 40 million days are now lost to UK employers each year as a result of their employees' non-attendance. The impact of sickness absence on organizations and the economy as a whole is significant and so a valid consideration.
Background and Definition of Sick Note Culture
In this case, the emphasis is squarely situated on the individual and attempts to separate employees who might possess a 'sick note culture' from those who may not. This paper consequently endeavours to address the need for further research and understanding. To this end, and drawing from an extensive evidence base, the paper structure is organised into nine distinctive sub-sections. It begins with an elaboration of 'sick note culture'. Since the term contains and implies two terms – one deriving from welfare policy terminology and the other stemming from research in organisational studies – it seems appropriate to distinguish and disaggregate both.
The paper then refers to relevant cohort evidence from social policy and organisational psychology which tensions benefits receipt and absence as reciprocal rather than sequential transactions. By explicitly acknowledging such theoretical cul-de-sacs, we help place this occasional paper within a wider range of debates.
Sickness absence in the workplace is a complex and multi-dimensional phenomenon that has been the focus of academic and policy attention over the past few decades. Considerable evidence exists that examines employee and employer attitudes and decision-making about the use of sick pay and workplace absence, what influence they have, and its impact, regardless of how absences are funded.
Despite this, little has been done to evaluate the underlying notion and concept of 'sick note culture' that has attained a pejorative charge in the workplace and popular consciousness. Irrespective of frequent media and employer invocations of 'sick note culture', the phenomenon is underexplored and under theorised in scientific literature.
This deficit can be partially attributed to an overreliance on labour market statistics, with a specific focus on sick rates, workplace absentee levels, and large-scale employee surveys.
Purpose of the Study
In general, the key research themes that the review of literature has identified have been around the sick note or certificate. These entitle workers to certain sick and accident benefits, including sick leave, temporary incapacity benefits, sick pay, and medical aid benefits.
Studies tend to have looked at the role of the medical profession and much of the literature is from the perspective of the employer about what the employer can do to manage staff who take an excessive number of sick days.
There is very little concern in published literature about how managers can manage the issue better, despite the financial implications for employers being profound. What can managers do to gain better control of absence, which can escalate into sick note culture, impacting on organizational performance, service delivery, product quality, workplace morale, and ultimately, the bottom line?
No study addressing the impact of sick note culture on labour relations has been conducted. The study is especially driven by our interaction and live experiences within the labour market, which suggest that sub-optimal employee health and moral hazards are prominent concerns.
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