Presenteeism, or working while sick, is a cross transmission risk. With the looming respiratory virus season this is increasingly relevant. Not all risks related to presenteeism are ascribed to respiratory viruses. Here is a reported cluster of Group A streptococcal skin infections in a skilled nursing facility, likely related to a 'present' healthcare worker with Group A streptococcal pharyngitis. It has also been argued that reducing presenteeism is more effective than mandatory influenza vaccination in reducing hospital acquired influenza.But how can we effectively reduce presenteeism?
I have found no published reports of successful strategies for presenteeism reduction in healthcare settings.
Staff education of the dangers of presenteeism is a good start but likely insufficient. A change in human resources (HR) policy is likely needed such that sick leave is different than paid time off, as summarized in this pro/con article. Healthcare workers would thus not feel 'penalized' by losing vacation time when out sick. Of course, sick leave could easily be abused, thus requiring policies and mechanisms to better manage absenteeism.
Bottom line, we can talk about limiting presenteeism but this commitment will ring hollow without changes in HR policy. This has been done, as neatly summarized in this blog post by Mike Edmond.
I get a sense that for many healthcare systems the policy of mandatory influenza vaccination is easier and more expedient than making substantive changes in HR policies.
