Part I. The characteristics of long-term absenteeism in Canada
Long-term absenteeism is a significant and expensive problem in Canadian society. At any given time, an estimated 8 to 12% of the workforce is absent through injury or illness and is receiving an allowance of some kind.1 The costs generated by disability and income support programs, and the cost of lost productivity, are steadily increasing.2 The increases are such that the parties involved are increasingly considering the possibility of reducing coverage to keep insurance premiums at levels that are reasonable both for employers and employees.3 Moreover, long-term absenteeism means the loss of experienced employees’ skills and contribution , and may incur financial and emotional costs for employees and their families.
Stress related to technological change, administrative reorganizations, an aging workforce and the growing difficulty reconciling work and family responsibilities4 are contributing to the increase in extended absences.5 There are undeniable connections between stressful working conditions, the growing difficulty reconciling work and family, and physical and mental health problems.6
The last decade has been marked by a substantial increase in absences due to stress and mental health problems. The World Health Organization further predicts that depression will be the leading cause of disability in the world by 2020.7 Mental illness is a veritable scourge that will affect about one in five Canadians during their lives.8 Canadian insurance companies see a link between mental illness and 40% of short-term disability cases, as well as 35% of long-term cases.9 It is estimated that each year Canadian businesses now pay out $18 billion in costs resulting from psychological illnesses and drug and alcohol dependence. These are the fastest-rising health costs in the private sector.10