How Do You Use Sick Days?

S2: WK 8: A supporter’s perspective on the responsible use of sick days.

Photo by Kelly Sikkema on Unsplash

Sick days are an essential workplace requirement designed to ensure employees have time to recover from illness, prevent the spread of disease, and maintain overall well-being. However, using sick days requires a balance between personal health and professional responsibility. When used appropriately, they can enhance workplace productivity and morale. Conversely, excessive or unwarranted absences can disrupt operations and burden colleagues. Today, we will look into the benefits and impacts of using sick days, their effects on the workplace, and guidelines for making responsible decisions regarding their use.

Sources for this article:

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2. Dalton, D. R., & Mesch, D. J. (1991). The impact of flexible scheduling on employee attendance and turnover. Administrative Science Quarterly, 36(2), 370-387.

3. Demerouti, E., Le Blanc, P. M., Bakker, A. B., Schaufeli, W. B., & Hox, J. (2009). Present but sick: A three-wave study on job demands, presenteeism, and burnout. Career Development International, 14(1), 50-68.

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7. Kristensen, T. S., Bjorner, J. B., Christensen, K. B., & Borg, V. (2004). The distinction between work pace and working hours in the measurement of quantitative demands at work. Work & Stress, 18(4), 305-322.

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I used to think that I never needed sick days until I worked in a cubicle-style office. The first time I got my entire team sick from a bad cold, not COVID, they never let me come into the office again while sick. In the military, you don’t get sick days, you get sick call or quarters. Balancing that was similar to what my civilian employees had to manage. Discussing sick days with them and others also gave me a perspective on how to do it right.

The first thing to consider is whether your sick days are paid or unpaid. It also matters whether your sick days replenish each year, such as when you use or lose them, or whether they accumulate throughout your employment up to a limit. If you don’t know, supporters should immediately ask their leaders to find out. It is imperative to know before making any decisions.

It is also important to discuss this topic with your leaders, keeping those questions in mind. I first want to discuss the benefits and impacts of using your sick days. It isn’t wrong to hold onto sick days for serious issues or if they are unpaid, but be cogniscant if they do not accumulate. Using them correctly, even for simple issues, can benefit you more than holding onto them. Let’s look at each side.

The Benefits and Impacts of Sick Days.

Sick leave policies contribute significantly to employee health and workplace efficiency. Employees who take time off reduce the risk of spreading contagious diseases to colleagues, which can help maintain overall productivity (Johns, 2010). As I discussed above, using your sick days when you are infectious should always be the policy. You should seek medical advice or always err on lowering the risk of infecting others. Everyone will understand and most likely thank you.

If you are like me and routinely make people sick from even a simple cough, stay home! Make sure your leaders know the deal and show them you can manage your sick days properly. Going home can show your leaders that you care about others on your team and that you want your workplace to be safe. As long as you do not abuse this, it should have a positive return.

Proper use of sick leave also allows individuals to recuperate fully, resulting in improved performance upon return to work. Studies suggest that workplaces that encourage appropriate sick leave usage see lower levels of burnout and higher job satisfaction (Biron et al., 2006). If you have accumulated sick days, it is beneficial to use them when you need them, even for simple health-related issues, instead of only using them for bigger health issues.

This leads us from looking at good uses of sick days to moving to discussing those improper ways to use them. I am sure you have all worked with employees that either never used them or used them all the time. Good supporters use their sick days appropriately. Let’s learn why sick days can negatively impact your workplace.

While sick days are a valuable benefit, misusing them can have negative consequences for both the individual and the organization. Employees who frequently take unscheduled sick leave without genuine need may develop a reputation for unreliability, potentially limiting career advancement opportunities (Dalton & Mesch, 1991).

Additionally, taking sick days unnecessarily can create resentment among colleagues who must compensate for the absent worker's responsibilities. To maintain professionalism, employees should evaluate the necessity of taking a sick day. If an illness prevents them from performing essential job duties effectively, staying home is a responsible choice. However, using sick leave as a means of avoiding work, extending vacations, or engaging in personal leisure activities can erode trust within the workplace (Hammer & Sauter, 2013).

Unplanned absences can cause workflow disruptions, increase the workload for other employees, and strain company resources (Harrison & Martocchio, 1998). When an unplanned absence is an emergency, most employees I have worked with understand, and in fact, most work harder to cover for it. We all want our coworkers in that emergency to know that they can focus on their health and that we will take care of things for them. If it is abused, that employee quickly gets a bad reputation.

When it isn’t an emergency or when sick days are being abused. Your colleagues will quickly lose respect, and it doesn’t show the qualities we want in supporters. I am sure everyone has worked with someone who is always sick, and many of us want to assist and accommodate their health. However, when it is constant and abused, it becomes a detriment to the workforce.

Conversely, while some employees may overuse sick leave, others may underutilize it, leading to presenteeism, where individuals work while ill, resulting in decreased productivity and potential long-term health consequences (Demerouti et al., 2009). As we discussed above, a single cold can take out an entire team. It seems that every workplace has that one person who claims they cannot get sick but can get everyone else sick. A good supporter recognizes this, understands the needs of others and their health, and works with leaders so they understand these decisions.

This is why supporters must balance their sick time appropriately. You shouldn't abuse it, but you also should not try to never use it. Using it honestly will reinforce trust at your workplace, allow your colleagues and leaders to adjust for you in your time of need, and give your leaders less stress in accommodating your health requirements. Yes, you can take the opinion that your health is more important than work, but you don’t have to be rude about it.

Furthermore, industries that require consistent staffing, such as healthcare and customer service, may struggle more with absenteeism-related challenges. In these fields, a lack of available personnel can compromise service quality and employee well-being due to overwork (Kristensen et al., 2004). When someone abuses sick days, these types of industries have a multiplicative effect on their workplace. Supporters must consider their industry before they use their sick days.

It is important to manage your sick leave effectively. Become a premium member to join the conversation, continue reading, and learn more about this topic. We do our best to discuss relevant topics for leaders and supporters to benefit their workplace. Joining will also give me a chance to learn from your experiences as well.

How to Use Sick Days Effectively.

The use of sick leave in workplace dynamics is complex. Organizations that have a