200 KB54 KB201320252023Bitenc, ŽigaKrapež, Katarinaletnik:49številka:8str. 1408-1426ISSN:0353-6521COBISSID:181090563URN:URN:NBN:SI:doc-T90TRFRSslGospodarski vestnikInštitut za delo pri Pravni fakultetiZveza Društev pravnikov v gospodarstvu SlovenijePodjetje in deloagencijski delavciagencijsko delobolniške odsotnostibolniški staleždelodelovni pogojidelovno pravodiskriminacijanapoteni delavciSlovenijazaposleniZdravstveni absentizem v sistemu agencijskega dela v Sloveniji| primerjava med začasno napotenimi (agencijskimi) in standardno zaposlenimi delavci|Slovenia has been grappling with a significant issue concerning sickness absenteeism, consistently ranking among the EU countries with the highest number of working days lost per employee. This matter has been widely recognised as a serious social and legal problem by the Slovenian scientific and professional community. However, the characteristics of the employment relationship greatly influence the nature of this problem for individual employees. Extensive research has shed light on a noteworthy distinction between workers with temporary contracts and those with permanent employment. Studies have revealed that individuals with unstable, non-permanent positions exhibit significantly lower rates of absenteeism compared to their permanently employed counterparts within the same organisation. This observation raises important concerns about the differences in sickness absenteeism between permanent workers and posted (agency) workers. A survey conducted across thirty Slovenian medium and large-sized companies has revealed that permanently employed workers experienced an annual absenteeism rate that was 2.71 percentage points higher than that of agency workers over a span of five calendar years. The lower absenteeism rate among agency workers can be attributed to a complex combination of factors: agency workers tend to work more diligently and remain consistently present at the workplace, sometimes even when they are unwell. Such behaviour stems from their desire to be recognised by superiors as promising candidates, increasing their chances of securing a permanent position with the user company. Nevertheless, this phenomenon can also lead to burnout, lack of commitment, and negative attitudes towards work. It is imperative that agencies and companies foster a non-discriminatory approach when dealing with posted workers. This includes implementing measures that prioritise the well-being, health, and safety of all employees in the workplaceSlovenija se že slabo desetletje uvršča v skupino držav EU z največ izgubljenimi delovnimi dnevi na zaposlenega zaradi bolniških odsotnosti. Slovenska znanost in stroka prepoznavata zdravstveni absentizem kot resen družbeni in pravni problem, ki ima različne značilnosti glede na karakteristike delovnega razmerja posameznega zaposlenega. Študije so pokazale, da so delavci z začasnimi pogodbami, katerih status pri delodajalcu dolgoročno ni stabilen, bistveno manj odsotni kot zaposleni za nedoločen čas pri istem delodajalcu. Prispevek problematizira vprašanje razlik v zdravstvenem absentizmu med stalno zaposlenimi delavci in napotenimi (agencijskimi) delavci. Agencijsko delo se namreč v literaturi pogosto poudarja kot tvegano za delavca v smislu manj ugodnih delovnih pogojev. V raziskavi, ki je bila opravljena v tridesetih slovenskih srednjih in velikih gospodarskih družbah, je bilo ugotovljeno, da je bila letna stopnja absentizma neposredno zaposlenih delavcev v preučevanih družbah v petih zaporednih koledarskih letih za 2,71 odstotne točke višja kot stopnja absentizma agencijskih delavcev v istih družbah. Nižjo stopnjo absentizma med agencijskimi delavci lahko pojasnimo kot posledico kompleksnega spleta dejavnikov: napoteni delavci si pogosto s tem, da delajo več in so dosledno prisotni na delovnem mestu (včasih celo, ko so bolni), prizadevajo za to, da bi jih nadrejeni videli kot perspektiven kader in jim ponudili stalno zaposlitev pri uporabniku. Tako vedenje agencijskega delavca lahko vodi tudi v izgorelost, pomanjkanje delovne zavzetosti in negativno naravnanost v zvezi z delom. Agencije in uporabniki morajo zato obravnavati te izzive skupaj in napotenim delavcem zagotoviti nediskriminatorno obravnavo, tudi glede vseh ukrepov, ki spodbujajo dobro počutje, zdravje in varnost na delovnem mestuTEXTznanstveno časopisjejournalsSlovenian National E-content AggregatorNational and University Library of Slovenia