How absenteeism and presenteeism are impacting employers in Hong Kong

Absenteeism and presenteeism are increasingly giving global businesses a headache, especially in the Asia Pacific region. In a survey by AIA Vitality, Hong Kong was highlighted as having one of the highest levels of absence and presenteeism of all the countries taking part in the survey. The estimated monthly cost of health-related absence and presenteeism per organisation in the city is estimated at $3,744,262.
 

Presenteeism has many hidden costs and far-reaching effects. In fact, coming to work while you’re sick has been proven to be more damaging than absenteeism despite considerable awareness around this habit. Bupa Hong Kong reported employees spent a quarter of total working days working whilst sick, a productivity loss of HK$30 billion per annum. Employees who persist with coming to work while unwell are likely to be less productive than those who are fit, well and rested, resulting in diminished productivity.

This situation is not good for employees and not good for business. But what are the root causes? A rise in mental health issues is a major factor.

According to Mind HK, the City has one of the longest working hours in the world (51.1 hours per week), with 1 in 4 workers suffering symptoms of depression, however, 73% are unaware of any mental health support programmes provided by their employer. Workplace factors that contribute to poor mental health include lack of physical and mental space, limited opportunities to take breaks, low job security, as well as tense workplace cultures transmitted from conflict and stressed bosses.

So how can employers address the issues?

It’s critical that business leaders in Hong Kong recognise the signs and take action for the betterment of their entire organisation. Research indicates there is a long way to go in dismantling the stigma around mental health with more than 50% of employees believe they will be penalized at work for talking about their mental health challenges.

Firstly, companies must have a robust mental wellbeing strategy to support early intervention and rehabilitation. But employers need to be aware they have a problem in the first place. Technology can help. When it comes to tackling absenteeism, especially when it’s linked to mental health issues, employee assistance programmes (EAPs) are one popular benefit companies can offer within their benefits package to support employees with mental health issues.

Many domestic and multinational organisations will be adapting their benefits for the post-COVID-19 world, and addressing the “return to work” strategy to ensure their wider benefits are fit for purpose to support local national employees, third-country nationals and the movement of expatriate staff across the globe. This will include enhancing mental health services, promoting the value of existing programmes and supporting employee financial wellbeing, amongst other areas.

One common theme has been that the pandemic has been a catalyst for more companies recognising that their benefits strategy must be flexible enough to account for differences in culture, attitudes, and healthcare systems. Every country has been impacted by COVID-19 resulting in a much needed micro review of the sustainability of existing HR & Benefits strategies and the wider Employee Value Proposition (EVP).

Wellbeing app’s such as Thrive enables employees to monitor their mood daily through a Mood Meter. Users can track their mood and record the reasons for their current mood, and, based on their results different activities will be recommended.

It is important that employers in Hong Kong have a full understanding of the organizational costs associated with mental ill-health and the benefits of supporting a culture of good mental health within the workplace.

Tackling absenteeism and presenteeism is essential not only because both are costly for a business, but to support the health and wellbeing of your staff. Obviously, when it comes to looking after employees’ mental health there will always be a discussion around cost, but rather than asking if they can afford to implement a strategy, the real question should be, can employers afford not to?

Reference

1) AIA Hong Kong - Healthiest Workplace BY AIA Vitality 2019
2) World Health Organization - 2020 Fact Sheet (Depression)
3) Bupa Wellness@Work Research
4) Mind HK - Mental Health in Hong Kong