Guiden til den økonomiske attraktive sygefraværspolitik – og gode bundlinje!

Guiden til den økonomisk attraktive sygefraværspolitik – og den gode bundlinje. For mange virksomheder er sygefraværet et tabu. Et privat problem. Men sygefraværet er virksomhedens problem, og ikke kun den enkeltes.


Hvorfor en sygefraværspolitik?

Det er væsentligt at have en politik for håndteringen af sygefravær. Den kan hedde mange ting såsom fraværspolitik, nærværspolitik, det kan stå under en samlet stress og sygepolitik, eller det kan være tilgængeligt et helt andet sted. Her bliver den kaldt en sygefraværspolitik. Formålet med en sygefraværspolitik er at rammerne bliver tydelige og klare for alle. Det, at der er ens rammer, betyder, at sygefraværet i princippet bliver håndteret på samme måde, uanset om det er Lisa i økonomi eller Morten på lageret der bliver syg. Dette giver en følelse af retfærdighed for medarbejderne. Det har vist sig at oplevet uretfærdighed på arbejdspladsen hænger sammen med stress.

Der er dog altid undtagelser, for selvom rammerne er de samme, så er der forskel på medarbejdere, på deres situation og sygdom. Så der vil naturligvis være variationer afhængigt om sygdomsforløbet skyldes stress, et brækket ben eller en kronisk sygdom. Det skal dog lige pointeres her, at det ikke er lovligt for arbejdsgiveren at spørge den sygemeldte om, hvad denne fejler. Der er dog mange medarbejdere, der i en tillidsfuld samtale med arbejdsgiveren selv fortæller dette.


Hvad skal en sygefraværspolitik indeholde?

En sygefraværspolitik har 3 hovedområder. Den skal indeholde:

  1. Forebyggelse af sygefravær
  2. Håndtering af den sygemeldte
  3. Sikring at den sygemeldte kommer godt tilbage. Dette kaldes fastholdelse


Derudover kan den have et overordnet indhold:

  • Formål
  • Strategi
  • Værdier
  • Metoder
  • Retningslinjer
  • Handleplaner?

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Sygefraværet som det tveæggede sværd

Fokus på sygefraværet kræver en knivskarp balance. Det kan være godt at sætte fokus på, men må ikke gå over i en higen efter mål-tal. Det at nedsætte sygefraværet tager tid, og det hjælper ikke at tordne overfor medarbejderne hvis sygefraværet er gået op i en periode af forskellige årsager.

Et for meget fokus på sygefraværet, kan få medarbejdere til at overveje, om det ikke er ”lovligt” at være syg. De kan derfor føle skam og få dårlig samvittighed over at skulle melde sig syg. Derfor er det en væsentlig ting at pointere, at fokus på sygefraværet skal formindske det uhensigtsmæssige fravær, samt sikre en god opfølgning, og at medarbejderne kommer godt tilbage.

Arbejdstilsynet arbejder med en nærvær-fraværs matrix. Det betyder at medarbejderne enten kan være syge eller raske, og nærværende og fraværende. De kan samtidig når de er syge, både være fraværende, men også nærværende, kaldet sygenærvær, og omvendt. Virksomheder skal have fokus på alt fravær, men også sygenærværet. Virksomheden kan ikke fjerne alt fravær, for når man er syg, så er man syg. Men arbejdspladsen kan undersøge og formindske det uhensigtsmæssige fravær. Det fravær der skyldes dårligt arbejdsmiljø, en bestemt kultur eller manglende opfølgning af den sygemeldte. (Kilde: CABI) Dårligt arbejdsmiljø skyldes op til 1/3 af alt sygefraværet.


Visionær tilgang til trivsel – tænk på forebyggelse

Når du starter med at arbejde med sygefraværet, kan du starte med at gøre arbejdspladsens tilgang til sygefravær og sygefraværspolitik forebyggende.

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