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The coronavirus pandemic is over, but increased sickness is not. In many developed economies, more working people are reporting illnesses that limit the amount or type of work they can do than pre-pandemic. More sick days are being taken, too. German executives warn high absenteeism is compounding the country’s competitiveness problems; in September, Tesla bosses resorted to snap home visits to check up on absent employees at its Berlin plant. In Norway, workers called in sick in the second quarter more than at any time in the past 15 years.
新冠疫情已经过去，但疾病增加的情况并未结束。在许多发达经济体，与疫情爆发前相比，有更多的上班族因生病而限制了工作的数量或类型。病假也在增加。德国高管警告说，高缺勤率正在加剧该国的竞争力问题；9月份，特斯拉公司的老板对其柏林工厂的缺勤员工进行了突击家访。在挪威，第二季度工人请病假的人数超过了过去15年的任何时候。
In the UK, official figures estimated a record 185.6mn working days were lost through sickness absence in 2022, for reasons including minor illnesses, musculoskeletal problems and mental health conditions. Post-pandemic healthcare backlogs are partly responsible. Last year some 3.7mn working-age people were in work with a “work-limiting” condition — up 1.4mn in 10 years. The rate of work-limiting conditions has grown fastest among young workers, with sharp increases in reported mental ill health.
在英国，官方数据估计，2022年因病缺勤损失的工作日将达到创纪录的1.856亿个，原因包括轻微疾病、肌肉骨骼问题和心理健康状况。疫情后的医疗保健积压是部分原因。去年，约有370万劳动适龄人口处于“工作限制”状态，10年间增加了140万人。年轻工人的工作受限率增长最快，报告的心理健康问题也大幅增加。
Having fewer people working means economies do not grow as fast as they could. It reduces tax receipts to fund increasingly strained public services. But it is employers and businesses that have to deal with the immediate effects of sickness — managing staff and rotas, and confronting any legal backlash. Changes in diagnosis rates and generational attitudes to mental ill health, in particular, have influenced employee expectations of the workplace.
工作人口减少意味着经济增长速度不及预期。这降低了税收，无法为日益紧张的公共服务提供资金。但是，雇主和企业却不得不应对疾病带来的直接影响—管理员工和轮班，以及面对任何法律后果。尤其是诊断率的变化和代际对精神疾病的态度，影响了员工对工作场所的期望。
Prioritising employee wellbeing is about building trust and loyalty as well as ensuring long-term productivity. Compassion has to be balanced with practicality. Bosses must provide adequate support to absent workers — but also take into account the impact on other staff and operations.
优先考虑员工福利是为了建立信任和忠诚度，以及确保长期生产力。同情心必须与实用性相平衡。老板必须为缺勤员工提供足够的支持，但也要考虑到对其他员工和运营的影响。
A transparent and fair sickness policy is vital. Companies need to lay out expectations for reporting illness, documenting absences and returning to work — including when doctor’s notes are needed. If employees know they will be treated fairly and consistently, they are more likely to adhere to the rules, fostering a culture of mutual respect and accountability.
透明公平的病假政策至关重要。公司需要明确报告疾病、记录缺勤和返工的期望，包括何时需要医生证明。如果员工知道他们会被公平一致地对待，他们更有可能遵守规定，培养相互尊重和责任感的文化。
Identifying patterns of absenteeism can help to reveal underlying issues, such as frequent Monday absences or sick leave during school holidays, and signal when bosses need to step in earlier to address concerns at home, burnout or stress. But any sense that bosses are using data ultimately to punish staff will backfire, breeding resentment.
识别缺勤模式有助于揭示潜在的问题，如周一频繁缺勤或在学校假期请病假，并提示老板何时需要提前介入，以解决家庭问题、职业倦怠或压力问题。但如果员工感觉老板最终是在利用数据惩罚员工，将会适得其反，滋生不满情绪。
Data should be a conversation starter to better understand the conditions of absences rather than hitting out at those perceived to be slacking. Absenteeism can reflect deeper issues such as excessive workloads, demotivated staff or a lack of support.
数据应该成为对话的开端，以便更好地了解缺勤的情况，而不是打击那些被认为懒散的员工。缺勤可能反映出更深层次的问题，如工作量过大、员工积极性不高或缺乏支持。
But the need for support during poor health is matched by the need for accountability. Problems arise when managers feel trust is being exploited. Setting boundaries on flexible policies and maintaining clear expectations can prevent abuse while still offering assistance. Employees must understand that flexibility is often a benefit, not an entitlement, and respect the parameters set by their employers.
但是，在健康状况不佳时需要支持，同时也需要问责。当管理者感到信任被利用时，问题就出现了。为灵活的政策设定界限并保持明确的期望可以在提供支持的同时防止滥用。员工必须明白，灵活性通常是一种福利，而不是一种权利，并尊重雇主设定的参数。
For bosses, employee health information also needs to be handled with the utmost care, and not just to avoid any legal ramifications. When employees believe that their most sensitive information is met with discretion, they will be more open to sharing health issues, and seeking support at their most vulnerable time.
对于老板来说，员工的健康信息也需要得到最谨慎的处理，这不仅仅是为了避免任何法律后果。当员工相信他们最敏感的信息会得到谨慎处理时，他们就会更愿意分享健康问题，并在最脆弱的时候寻求支持。
Some companies rely on high pay or rewarding work to attract staff, but in a competitive market, commitments to wellbeing can also help employers to stand out. Building a successful enterprise relies above all, though, on both sides creating a relationship of trust.
一些公司依靠高薪或高回报的工作来吸引员工，但在竞争激烈的市场中，对健康的承诺也能帮助雇主脱颖而出。不过，建立成功的企业首先有赖于双方建立一种信任关系。