2024-11-05 10:00:00
It is therefore not surprising that the announcement, on Sunday 27 October, of a tightening of the rules on sick pay for public employees by the Minister of Public Service, Guillaume Kasbarian, aroused a new welcome in the world of healthcare, which was above all concerned to place more than 1.2 million people in the public hospital service. Del “unjust measures”A “true provocation”, CGT Health and Social Action was moved, worried about a “new flight for professionals”at a time when the hospital is struggling to recruit staff. Having been on the front line in tackling the Covid-19 epidemic, and as the question of the unattractiveness of hospitals has since been acutely raised, the signal sent may have been surprising.
In its search for savings, the government is evaluating the extension from one to three days of the waiting period, i.e. the period during which the agent receives no compensation, as well as the coverage, after this period, of 90% of his pay, compared to 100% today. And this needs to be addressed “the gap” growing between public and private, Kasbarian defended.
According to the report of the inspectors general of finance and social affairs, made public in September, it is in the hospital civil service that the duration of absences due to illness appears longest in 2022, with a peak of 18.1 days of absence per person in 2022. average during the year. With, among the elements of explanation, the end of the health crisis. Even before the Covid-19 outbreak, hospital absenteeism accounted for around ten days per year (between 2014 and 2019), compared to eight days in the private sector.
Numbers decreasing
In the field, even if reliable national indicators are not available, situations differ from one territory to another. The latest data from the survey conducted by the French Hospital Federation, on 311 establishments representing 572,000 employees (i.e. more than half of the hospital public service), although decreasing, remain higher than pre-Covid ones. The rate of absenteeism due to illness among non-medical staff (nurses, carers, medical-technical, administrative staff, etc.) in healthcare facilities and nursing homes thus fell to 9.5% in 2023, after reaching a peak of ‘11.1% in 2022. In 2019 it amounted to 8.9%.
In this survey, as in the data communicated by the hospitals, the magnifying glass is placed on these staff who represent the majority of the workforce, and not on the doctors, who are not part of the public hospital service, and whose absences due to illness remain few in number, often around 3%, we report in several establishments.
Time.news Interview with Dr. Camille Lefevre, Healthcare Policy Expert
Editor: Welcome, Dr. Lefevre. Thank you for joining us today. The recent announcement by Minister of Public Service, Guillaume Kasbarian, regarding new rules on sick pay for public employees has stirred quite a response, particularly in the healthcare sector. Can you provide some context on why this has been so contentious?
Dr. Lefevre: Thank you for having me. It’s a pleasure to discuss this essential issue. The announcement aimed to tighten sick leave policies for public employees, including those in healthcare, by extending the waiting period and reducing compensation from 100% to 90%. Given the challenges the public health system is facing, this is quite alarming. The healthcare sector is already under significant strain due to staff shortages and high levels of absenteeism, so these changes could exacerbate existing issues.
Editor: You mentioned staff shortages. Can you elaborate on the impact of the proposed measures on healthcare workers and their morale, especially after their critical role during the COVID-19 pandemic?
Dr. Lefevre: Absolutely. Many healthcare professionals feel undervalued, especially after their sacrifices during the pandemic. The proposed measures are seen as a “true provocation” by unions like CGT Health and Social Action. Their fears of “a new flight for professionals” are not unfounded. With already high levels of stress and burnout in the field, tightening these sick leave rules might push more workers to leave the profession. The Public Hospital Service already struggles to attract and retain staff, so these changes might worsen the situation.
Editor: In the report released in September, it was noted that public hospital employees had the highest rate of illness-related absences, averaging 18.1 days in 2022 compared to eight days in the private sector. What do you think drives this discrepancy?
Dr. Lefevre: Several factors contribute to this disparity. For one, the demanding work environment in public hospitals often leads to increased stress, which can result in higher absenteeism. The longer periods of illness may also be linked to the intensity of work during the pandemic—many healthcare workers faced extreme pressures that have lingering effects on their health. Furthermore, the end of the health crisis brought about a shift in how employees address their overall well-being, suggesting that the cumulative strain has finally come to a head.
Editor: The government argues that these measures are necessary to reduce the gap in benefits between public and private sectors. Do you believe this approach addresses the underlying issues?
Dr. Lefevre: Not at all. While the government is looking to create parity, the focus should be on improving the working conditions in public hospitals rather than penalizing sick workers. Addressing the root causes of absenteeism and investing in staff well-being and recruitment is essential for long-term sustainability. These reforms could be seen as short-term austerity measures that fail to recognize and treat the larger systemic issues plaguing the public healthcare system.
Editor: What do you think would be a more effective approach for the government to take in this situation?
Dr. Lefevre: A multi-faceted approach is crucial. First, they should invest in mental health resources for healthcare workers, allowing for proper recuperation time without financial penalty. Additionally, reforming hospital environments to reduce workloads and implementing more supportive policies could also help. Creating incentives for retaining staff and attracting new professionals into the public sector must be prioritized if we want to build a resilient healthcare system.
Editor: Dr. Lefevre, it’s clear that this is a complex issue with no easy solutions. Thank you for sharing your expertise and perspectives on these crucial healthcare policies.
Dr. Lefevre: Thank you for having me! It’s important we continue this conversation, as the future of our healthcare system depends on it.