Staff who feel they are treated unfairly at work are at increased risk of being off sick more frequently and for longer, according to new research by the University of East Anglia and Stockholm University.

The new study, published in the journal BMC Public Health, focused on the impact of ‘interactional justice’, which relates to the treatment of employees by managers. Using data from more than 19,000 employees in Sweden the researchers, from UEA’s Norwich Business School, the Stress Research Institute and Department of Psychology at Stockholm University, explored whether times of high uncertainty at work, for example perceived job insecurity, had an effect on sick leave. The team found that lower levels of justice at work relate both to an increase in shorter, but more frequent sickness absence periods, and to an increased risk of longer sickness absence episodes, irrespective of job insecurity and other factors. Higher levels of job insecurity also turned out to be an important predictor of long and frequent sickness absence. 

Study co-author Dr Constanze Eib, a lecturer in organisational behaviour at Norwich Business School, said: “While shorter, but more frequent periods of sickness absence might be a chance for the individual to get relief from high levels of strain or stress, long-term sickness absence might be a sign of more serious health problems. Our results underline the need for fair and just treatment of employees irrespective of perceived job insecurity in order to keep the workforce healthy and to minimise lost work days due to sickness absence.” 

Lead author Dr Constanze Leineweber, from the Stress Research Institute, said: “Perceived fairness at work is a modifiable aspect of the work environment, as is job insecurity. Organisations have significant control over both and our results suggest that they may gain by investing or improving their policies and rules for fair treatment of their workforce and by improving job security.” TUC head of safety Hugh Robertson said the findings were “hardly surprising”, adding it echoed what unions have been saying for many years. “Employers need to take heed of this research and start treating their worked like human beings. It also reinforces the case for a Dignity at Work’ Act,” Robertson said.