Presenteeism, Sickness Absence and Return to Work

Two major definitions exist for presenteeism: sickness presenteeism and impaired work function. The evidence for comparing previous studies on presenteeism is insufficient because of the different definitions of presenteeism used.

Presenteeism is an important factor in workers’ health. However, few studies have examined how variables such as socio-economic status, health status, workplace status and health literacy correlate with and affect presenteeism.

Presenteeism has received increasing attention in occupational health research but the evidence for its association with perceived leadership is scant.

Paramedics need to be in good physical health to be able to respond to emergencies. We hypothesized that near misses by paramedics and unanticipated incidents that cause no harm may be associated with presenteeism during emergency rescues.

The COVID-19 pandemic means that many organizations are under considerable pressure to remain productive and profitable. Although reducing the cost of sickness absence may seem a priority, there is growing evidence that sickness presenteeism (continuing to work when unwell) is far more costly than absenteeism.

Presenteeism has been linked with lost productivity, impaired health and absence. Whilst much research has focused on types of diseases associated with presenteeism and absenteeism, there has been little investigation into the role of individuals’ illness perceptions in these episodes.

The aim of this study was to describe the role of an occupational health service during coronavirus disease 2019 pandemic in an oncologic hospital and characterize the most likely sources of viral infection.

Nursing is a stressful occupation with physical and psychosocial stressors inherent in its practice. Sickness absence remains an area of concern in this population.

Approximately a quarter of sickness absence in the UK National Health Service (NHS) is attributed to common mental health disorders (CMHDs). This is costly to the NHS and impacts on patient care and staff morale. Little is known about the occupational health (OH) management of NHS staff who take sick leave for CMHDs.

The aim of the study was to investigate whether poor self-perceived physical and mental work ability among employees in the public sector are associated with long-term sickness absence over a 10-year period.

In many western countries, women have a much higher rate of sickness absence than men. To what degree the gender differences in sickness absence are caused by gender differences in health is largely unknown.

Previous work on sickness absence has shown that conversations about return to work can be challenging. The perception of competing interests and multiple stakeholders in the return to work process may also complicate and erode trust, further impacting health and well-being.

Returning to work (RTW) after long-term sickness absence is a challenge for convalescent workers, co-workers, managers and organizations. Few studies have investigated the post-return phase after long-term sickness absence.

Professional burnout predicts sick leave and even permanent withdrawal from the labour force. However, knowledge of the barriers to and facilitators of return to work (RTW) in such burnout is limited.

There is compelling evidence that safe, appropriate work confers economic, bio–psycho–social benefits for workers and their families and strong evidence that worklessness is associated with poorer physical and mental health outcomes for working-age adults including those with chronic pain.

Renal transplant is the gold standard treatment for patients with end-stage renal disease. Employment after transplant is an important marker of recovery and a key component of general well-being with important social implications.