A study by DAK shows: Absenteeism among German employees was at a new high in 2023 - for the second year in a row. There were 13 per cent more absences than in 2022, with well over half of employees taking at least one sick leave per year. On average, there were 20 days of absence per head. There was a significant increase in mental illness - up 7.4 per cent. I consider this development to be very worrying.
When I read the study, I was reminded of my last train journey: "The train has been cancelled due to the high level of illness." Do you recognise the announcement? The reason was new to me. This example makes it clear how much we can take care of our employees. The pandemic in particular has changed the conditions in the world of work. Mobile working, digitalised processes, working from home and flexible working time models are just some of the keywords here. They have an impact on how we work and live together.
It is not really clear from the study what the causes of the high level of illness are. The only thing that is clear is that anxiety disorders and depression have increased. What does this mean for managers and companies? Management has a strong influence on health promotion.
- Managers should be trained and sensitised: How do I deal with my employees' illnesses? What basics should I know about the common clinical pictures? Not in the sense of diagnosing, but in the sense of not judging people. This is particularly relevant for the reintegration of sick people.
- Managers will be allowed to be more mindful: What are my employees falling ill with? What prevention programmes can the company offer, especially on topics such as health and stress? This can be summarised under the term occupational health management.
So the question arises as to why so many employees fall ill? Is it the environment? Is it the job, the activity or perhaps private aspects - or is it a combination?
Companies and their managers naturally have primary responsibility for all business and operational aspects. At the same time, private aspects should not be completely ignored.
Over the last three or four years, I have seen a strong increase in the need for coaching. Companies are becoming more aware that individual support for employees can help. With an external person who is subject to confidentiality, provides support and guidance. A sparring partner. I have noticed that companies are becoming more open to this, recognising the need for it and being more proactive in offering it to employees. I think this is a positive development because it is an important building block for health and recovery.
I want to encourage companies to continue along this path. To invest in prevention. And thus reduce the number of sick days.