Business managers are advised to consider hiring workers over 50 to manage sickness absence effectively.
- A BITC Report finds significant differences in sickness attitudes between age groups, favoring older workers.
- Statistics show younger workers take more unnecessary sick days compared to their older counterparts.
- Hiring mature workers can lead to considerable financial savings for businesses due to reduced sick leave.
- The aging workforce offers vast experience and potential amidst a potential recruitment crisis.
In a recent BITC Report supported by RIAS, it is suggested that hiring employees over the age of 50 could serve as an effective strategy to manage sickness absence costs. The report highlights the importance of considering the age of potential employees, as attitudes towards sickness absence differ notably across age groups.
The study reveals stark differences in how younger and older workers perceive illness-related absence. An astonishing 44% of workers between ages 20 and 39 confessed to taking unnecessary sick days in the past five years, while only 12% of those over 50 admitted to the same. Furthermore, over half of the younger group took extended sick leave beyond necessity, compared to merely 12% among older employees.
Mature workers consistently outperform their younger colleagues in terms of presence, despite potential age-related health issues. The report records that only 26% of older workers took sick leave due to ill health in the previous year, as opposed to 53% among those aged 20-29. This trend underscores the economic advantage of employing a more mature workforce.
Peter Corfield, Managing Director at RIAS, affirms that employing older workers could significantly reduce business expenses by minimizing the number of sick days taken. Adrian Lewis from Codel Software supports this perspective, emphasizing the cultural shift towards better work ethics that mature workers can instigate, thus reducing the tendency for taking ‘sickies’.
As the workforce evolves, with projections of 14.5 million new jobs by 2022 and an increasing retirement age, the recruitment landscape is shifting. The anticipated shortage, with only 7 million young entrants to fill these roles, highlights the critical need to tap into the older talent pool.
Research by Age UK further emphasizes that many workers over 50 prefer remaining in their current jobs and are typically amenable to flexible working arrangements. Thus, investing in training for older employees not only yields short-term benefits but also ensures long-term returns through enhanced workplace attitudes and stability.
Recognizing the value of mature workers is essential for addressing sickness absence and leveraging their experience in a changing job market.
