When Are You Coming Back? Presenteeism in U.K. Prison Officers

Abstract

Presenteeism has negative implications for staff wellbeing and the safety of prisons, but little is known about its prevalence and causes. This mixed-methods study examines these issues among 1,682 UK officers. Most respondents (84%) reported working while sick at least sometimes, with 53% always doing so. Six linked themes were identified that underpinned presenteeism in the prison sector: punitive absence management systems; pressure from management; short-staffing and fear of letting colleagues down; job insecurity; fear of disbelief and shaming; and duty and professionalism. The implications of presenteeism for the health and job performance of prison officers are considered.

Sickness presenteeism at work: prevalence, costs and management

“…Considerably more evidence has been found for the influence of the social environment at work in shaping sick leave behaviours. Cooperation, loyalty and mutual respect among colleagues can encourage people to continue to attend work while unwell 18 , but other studies have found that supportive relationships at work can discourage presenteeism 17 . Workplace cultures where managers and colleagues role-model healthy sickness behaviours and provide adequate cover may offer reassurance that taking sick leave is the most appropriate action 18 .…”

“…Nonetheless, there is also evidence that taking time off to recover from minor illness is considered less legitimate in people with more senior roles in organisations 18 . Research findings also suggest that people with line management responsibilities are more likely to work while sick as they feel they need to set an example to their staff 18. Evidence for employment status as a risk factor for presenteeism is mixed, but there is some evidence that the prevalence is greater in professional and highly-skilled white-collar workers 4,7 .…”

“…Economic factors, such as job insecurity, a lack of alternative employment options and limited entitlement to sick pay, appear to be strong motivators to continue to work while sick 1,17 . Under such conditions, there is some evidence that employees (especially those who are older) may engage in presenteeism to 'save up' their paid sick leave for future illness that may be more debilitating 18 . The rise in casual contracts may be at least partially responsible for the diminishing levels of absenteeism and rising presenteeism highlighted above, as people may feel obliged to work while sick if they have no other source of income 21 .…”

“…People with low job control, particularly those who are less able to modify their work and delegate to others, also typically report working while sick more frequently 11. What has been termed 'individual boundarylessness' (or difficulty saying 'no' to requests from others) can increase the likelihood of working while sick 18 . It is plausible that other individual difference factors, such as conscientiousness, may also discourage people from taking time off sick but little research has yet been conducted.…”

“…The quality of working relationships and the availability of support also influences attitudes towards taking sick leave. Cooperation, loyalty and mutual respect among colleagues can encourage people to attend work while unwell 18 , but other studies have found that workplace F o r P e e r R e v i e w support might discourage presenteeism 17 . Workplace cultures that role-model healthy sickness behaviours and provide adequate support may provide reassurance that taking sick leave is the most appropriate action.…”