Should Medical Leave Impact Performance Evaluations at Work?

The debate surrounding the impact of medical leave on employee performance evaluations has gained attention, particularly in Singapore. A recent discussion on a popular Reddit forum highlighted differing views on whether taking full advantage of sick leave should affect assessments in the workplace. While many supported the notion that medical leave is an employee entitlement, others expressed concerns that absenteeism should be reflected in performance reviews.

According to the Ministry of Manpower in Singapore, employees are entitled to medical leave once specific criteria are met. This raises a critical question: should absenteeism be factored into employee evaluations? Business owners have voiced worries about the misuse of medical certificates, particularly given the ease of obtaining them through teleconsultations. Some consultations reportedly last as little as 43 seconds, leading to concerns regarding workplace reliability.

Balancing Attendance and Performance

As a business owner, I recognize the importance of both attendance and performance. My perspective on the significance of being present is influenced by an old saying from my football coach: “The best ability is availability.” In team sports, having all players available is crucial for success. For instance, Takehiro Tomiyasu, a talented player for my supported team Arsenal, was recently let go due to frequent injuries, which hindered his availability.

While the workplace differs from elite sports, the same principles apply. Frequent medical leave can disrupt workflow and impact team dynamics. Although employees may not choose to fall ill, their absence can still create challenges for colleagues, who must manage additional responsibilities to meet project deadlines. Dismissing the influence of attendance on performance evaluations would be overly simplistic.

Understanding Employee Experiences

I empathize with employees who face the dilemma of taking sick leave. Early in my career in corporate communications, I experienced severe food poisoning on my first day of work, resulting in three days of medical leave. Although I should have focused solely on recovery, I was worried about how my absence would be perceived. Fortunately, my manager and colleagues were supportive, alleviating some of my anxiety.

Upon returning to work, I made a conscious effort to demonstrate my commitment by taking ownership of tasks that had been reassigned during my absence. This experience reinforced my belief that attendance should not be the sole determinant of performance evaluations.

Performance encompasses various factors, including effort, ability, and the quality of work delivered. One of my employees, Gek, was absent for nearly two months due to a medical situation. Upon her return, she resumed her responsibilities with renewed passion, ultimately achieving a high overall grade in her year-end appraisal despite her attendance record reflecting her absence.

Trust plays a crucial role in the employer-employee relationship. Employers should give employees the benefit of the doubt when they take medical leave, while employees should respect that trust and avoid exploiting it. If employers cannot trust their teams, it may indicate deeper issues within company culture or workload distribution.

Ultimately, absenteeism should not be viewed as a definitive judgment of an employee’s capabilities. A few days of medical leave, even if poorly timed, do not reflect an employee’s overall value. However, consistent patterns of absenteeism, especially when paired with declining output, warrant attention.

Performance evaluations should holistically assess contributions, including reliability, effort, and the quality of work delivered. A workplace that reduces trust to mere metrics risks losing valuable employees, while one that ignores absenteeism altogether may struggle to function effectively. Striking a balance between these considerations requires a thoughtful approach rooted in common sense and fairness.

Kelvin Kao is the co-owner of a creative agency.