Especially in this time of labor shortage, you don't have it easy. Personnel is your most valuable business capital. Without colleagues, no customers, private or business, that you can serve. With sick leave, it is often a considerable challenge to keep the business running. In addition, a sick employee, especially in the case of long-term absence, costs a lot of money and puts extra pressure on others in the team who have to absorb the extra workload. All in all, this can leave you as an entrepreneur tearing your hair out.
Sick leave happens to business owners
Entrepreneurs are forward-looking and think in solutions. I come across many thriving companies that are doing well commercially, have an eye for their customers and know how to set up services. But I also notice that entrepreneurs are often less mindful of absenteeism. After all, they want to do business. Sometimes they think absenteeism is just a hassle. And sometimes they are afraid to take the wrong step in the process. As a result, absenteeism often happens to the entrepreneur. Sometimes there is even distrust. 'The sick employee is screwing with me,' you'll hear.
However, these are all signs that the absenteeism process is not optimally set up. I encourage you to be entrepreneurial in this as well. That starts with a clear absence policy, a clear absence protocol and a clear division of roles. After all, every absence situation has a number of basic roles: the sick employee, the direct manager such as the foreman or you as entrepreneur, possibly someone responsible for HR, the occupational health and safety service and the company doctor.
Who has what responsibilities?
It is crucial that you and your staff know in advance who has what responsibilities at what point in the absence process. Make the protocol and division of roles very explicit. Who does what at what time? And: what can and should we expect from each other? What are everyone's rights and obligations? But also something as simple as: how does someone in the company report sick? Preferably not by WhatsApp, but by calling. And another important question at the time of calling in sick: what work needs to be taken over? And also: what possibilities for substitute work are still available?
Knowledge and skills
Establish the sick leave policy in an absence protocol and make this protocol known to your employees. Also to new colleagues upon entry. Then it is important to comply with the protocol. So that already starts with reporting sick. But even if someone is sick for a long time, it is your responsibility to ensure that reintegration proceeds optimally. Make sure that you and your managers have sufficient knowledge and skills to properly supervise the sick employee. If these are not in house, brush up on them. Also hook up with a good occupational health and safety service and submit a questionnaire prior to each consultation with the company doctor.
Employer is ultimately responsible
As an employer, you are ultimately responsible for sufficient reintegration efforts during an employee's illness. You cannot outsource this final responsibility, however much you would like to. Even if you take advice from third parties, the responsibility still lies with you as the employer. Of course, a case can become so complicated that it is wise to seek advice. Feel free to do so. Schouten Zekerheid is also there for you in this regard.
Prevention
Besides wanting to act appropriately during your employees' sick leave, you obviously want to prevent sick leave as much as possible. Therefore, pay attention to signals such as having a short fuse, making mistakes, looking tired or a changed eating pattern. These can be signs of impending sick leave. At times like that, you want to set the bar as low as possible so you can talk about it. "Is something bothering you? Or, "Should I be worried? Those kinds of questions can open up the good conversation. Better yet, do a check-in with your employees every six to eight weeks. With the key question being, "How are you doing?
Directed
Whatever you do, don't sit on your hands. Take action. Be as active on the employee front as you are with your customers. Ensure a clear division of roles, secure the necessary knowledge and expertise, and keep critically questioning third-party helpers. No question is stupid. In short, take charge.
Marleen Souverein, Consultant Verzuimpreventie bij Schouten Zekerheid
Want to learn more about how you can take charge as a business owner?
Schouten Zekerheid offers training in such areas as laws and regulations or absenteeism interviews. But you can also contact Marleen and her colleagues to spar about a specific situation. There is even the possibility of taking out a subscription so that you can receive advice in this area more often. Email Marleen about this at marleen.souverein@schoutenzekerheid.nl.
