During the COVID-19 pandemic, federal public servants in Canada exhibited interesting trends in absenteeism, particularly in terms of calling in sick. Data from the Treasury Board of Canada Secretariat reveals a decline in sick days taken during the peak of remote work in 2020-21, where the average was 5.9 sick days. This figure has seen a gradual increase over subsequent years, rising to 8.1 days in 2021-22, 8.8 in 2022-23, and reaching 9.2 days in 2023-24. The trend reflects the unique work arrangements during the pandemic, where many continued their roles remotely, and only a partial return to in-person work occurred in 2022, with full return mandated in early 2023.
Dr. Alykhan Abdulla, a family physician and board director of the College of Family Physicians of Canada, attributes this reduction in absenteeism largely to decreased exposure to illness while working from home. He notes that employees could have managed to work remotely even when feeling unwell, albeit perhaps with reduced productivity. However, he anticipates that the future might see a rise in sick days beyond pre-pandemic rates as the workforce faces greater exposure, mental health challenges, and lingering financial issues. This perspective suggests that the transition back to usual office environments may bring with it a resurgence of illnesses, reflective of a more socially interactive work culture.
The metrics shared by the Treasury Board also indicate that the average sick days reflect diverse employee experiences, including those who do not utilize sick leave at all and individuals accessing long-term disability benefits. Certain departments, like the Canada Border Services Agency and the Correctional Service Canada, have consistently reported higher sick leave among their employees. This prompts a look into workplace culture, as a recent survey suggested that employees within these departments were less inclined to endorse their workplaces positively.
In Canada, full-time public servants accrue sick leave at a rate of just over nine hours monthly, with paid sick leave available for those unable to work due to illness or injury, provided that they have sufficient sick leave credits. This structure is essential for maintaining workplace productivity and employee well-being. However, it raises questions about how different work arrangements influence these metrics, particularly concerning the work-life balance of public servants who have adapted to remote conditions.
Catherine Connelly, a business professor at McMaster University, links the decline in sick days to the unique circumstances of working from home. The lack of commuting and reduced contact with co-workers likely resulted in fewer germs circulating among employees. Furthermore, she highlights that employees might continue working through mild illnesses at home while still managing to rest adequately due to home conditions, thus potentially preventing more serious health issues that necessitate taking time off.
Overall, the evolving data surrounding sick days taken by federal public servants offers insight into the broader implications of remote work and its effects on employee health. As Canada transitions beyond the pandemic, it will be crucial to monitor these trends closely, considering both the potential resurgence in sick days and the ongoing challenges related to mental health, financial stability, and public service workplace culture. Ensuring support systems remain in place will be vital to promote a resilient workforce capable of adapting to changing circumstances.
