What happens if you are sick a lot?
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If there is one issue that aggravates people in the workplace, it’s high absenteeism. I’m really going to try and sit on the fence here and see this from both sides, but there’s one takeaway from this: frequently calling in sick when you are not can cause damage you won’t see and may regret in hindsight.
Frequent but unrelated
Firstly let’s define what we are talking about, and what we are not. What we are not talking about is an ongoing medical condition that causes one extended absence (e.g. cancer, broken bones, surgery etc) or frequent instances (e.g. gout, Crohn’s disease); I discuss those here.
What we are talking about here is when someone is sick a lot, for a range of reasons- a cold one week, covid the next, migraine another, and so forth, that is perceived to be too many.
What is genuinely sick?
Again I unfortunately cannot answer definitively, because this varies- by individual, by culture, even by workplace. In food manufacturing, you can’t work with certain symptoms, in healthcare you can’t work with covid symptoms, which are exceptions to the norms. At the heart of the question is symptoms vs incapacity. If you are calling in sick, are you incapacitated from work in a significant way? Or are you suffering the symptoms or byproducts of an illness but capable of performing the job?
I have no opinion on this, it’s not for me to judge. But I am pointing out that; your boss has an opinion, and your co-workers have an opinion, and their opinions merit your consideration.
Mental health days
This is a recent minefield, and one that’s a little tricky, because it’s a broad term, and the specific meaning varies, and that variation is important. To keep it simple for discussion, let’s exclude existing conditions and diagnoses, and think only in terms of anticipating an illness- is it reasonable for an employee to take a sick day in anticipation of a mental health illness? ‘I’m feeling stressed and worried it will all become too much, so I’ll take a mental health day to look after myself’.
Again, I have no opinion on this, it’s not for me to judge. But I am pointing out that; your boss has an opinion, and your co-workers have an opinion, and their opinions merit your consideration. They may not see this is fair, because it is unfair if not every is working to the same formula; mostly like they would also feel that they are under stress, but aren’t taking such days themselves.
How many is too many?
That is a tricky question, and very much in the eye of the beholder. Some workplace cultures, and some managers give a lot of lenience, while others are very strict. It’s not just a question of total, it’s also a question of pattern; on mondays, when the workload is higher, prior to night shifts, and so forth. There is no definitive number or pattern, but there is some point, subjective to the manager, when their eyebrow arches and they think to themselves ‘again?’ or they roll their eyes, ‘again’.
Invisibly labelled by manager and co-workers as a slacker
So here’s the potential outcome that may occur, and is risked every time an employee calls in sick, and is either a) sick, b) might be getting sick or is recovering from being sick, or c) not sick. They may be labelled by their boss, or co-workers as having ‘high absenteesim’, or ‘swinging the lead’ (it’s English slang, and a great expression for someone slacking off and avoiding hard work). But the perception is that you are slacking off from the work that needs to be done, and leaving it for others to pick up for you.
Implications for your future
Your boss might talk to you about it, and you might have good reasons. Most likely it won’t be discussed, or there won’t be formal penalties, but the label will likely stick, and you may never know about it. if this is just a job, and not a career step for you (I discuss this more here) this might not be a problem, but if you want a career in the industry or organisation, this is a label to avoid (discussed here regarding references).
Is this fair?
Probably, but that’s just my opinion, you’re entitled to your own. An employee who is sick very frequently, with no underlying medical reason (and if they haven’t, they should see a doctor in case there is), is implausibly unlucky. It should be noted that people can get unlucky for short periods of time, and managers and co-workers can jump to conclusions too quickly.
It is also possible that a ‘boy who cried wolf’ situation has occurred; that a provision for unlikely circumstances was used flippantly, and not saved for its genuine purpose. It’s quite possible that many employees have called in sick when not genuinely sick, but then gotten sick, resulting in a lot of days off, and receiving the ‘label’.
This opinion is against calling in sick, whether the situation merits it or not. The purpose is to educate on what goes on unseen, so that forewarned is forearmed. Your decision to call in sick is yours; I’m simply educating you on the risks you may be taking if you roll those dice too often.
