When you work remotely, it’s tempting to push through illness from the comfort of your couch. You’d probably just message your coworkers saying something like: "not feeling my best today, but will do some light work throughout the day" (until death do us part, right? 🙃). But remember, setting boundaries is important.
Unlike office days when you’d stay home to avoid spreading sickness, remote work can blur those lines. It’s great if you can still be productive, but knowing when to disconnect and recover is key. With over a decade of experience in remote work, we know the challenges firsthand. Keep on reading to find out more about how to navigate sick days effectively and maintain a healthy work-life balance for your teams!
Do remote workers take sick days?
Yes–remote workers need sick days, too. But do they take them? Often, it's not until your boss tells you it’s okay to take a day off that you actually disconnect and allow yourself to rest. Does this sound like a healthy approach to you? Not so much, huh? But what to do about it?
- Manager's perspective: Encourage your team to prioritize their health–if anyone works while sick, it makes them less productive, and long term, it could even lead to a burnout. A healthy and well-rested team will be more productive, fulfilled, and happier. You want to create a supportive work environment.
- Tip for employees: If you're not feeling well, don't hesitate and take that sick day! It's better to recover fully and get some rest than to prolong your recovery by working (unproductively). Yes, a cold can sometimes last a fortnight–we're not saying take two weeks off, but stay in bed and try to recover, at least on the days that you feel the worst.
Do remote employees get sick less often?
By avoiding the daily commute and time in the office, you can reduce your exposure to office germs. But that doesn't mean you don't go out into the world and meet people. One of the biggest perks of remote work is that you can work from anywhere–be it a café, a coworking space, or an airport. Therefore, you still come in contact with many people and outside factors that can get you sick. So, no, there's no proof that remote employees get sick less often.
Both managers and employees need to recognize that, adjust company policies (if needed), and encourage the team to always be aware of their energy and productivity levels and the need to rest when sick.
Maintain a culture where employees feel supported when they need to take time off.
How to manage sick days in remote work?
Asking for a sick day while working remotely can feel a bit awkward since you’re already at home, but it doesn't have to be (especially if the manager is supportive and the company has clear sick days policies in place 😉). Both employees and managers play a role in making sick days straightforward and stress-free. Here’s how we do it and how you could approach it:
For employees: How to ask for a sick day
It's important to prioritize your recovery! We encourage everyone on the team to follow these steps to communicate their need for a sick day effectively:
- Communicate clearly: Let your manager and coworkers know that you're unwell asap. Be direct but professional. For example: "Hi Lauren, I'm feeling under the weather today and need to take the day off to rest and recover. I'll make sure to catch up on any pending tasks as soon as I'm feeling better.”
- Plan ahead (if possible): If you know you have something urgent that needs to be done or that you might miss deadlines, suggest solutions or delegate responsibilities. For example: “I know the article needs to be published tomorrow; would it be possible for Pam to handle it? I'll follow up with her once I'm back.”
- Make it official: When your manager says it's okay to take a day off, make sure everyone knows you won't be available. Our team does that via the Kime HR app, where you (similarly to vacation) simply choose the day you need to take off and mark it in the calendar for everyone on the team to see.
- Set boundaries: It's time to rest. Resist the urge to check emails or respond to work messages unless absolutely necessary. Recovery should be your main focus.
For managers: How to support sick days
As a manager, you should want your team to feel comfortable talking to you. We bet the same goes when they ask for a sick day to recover. Here's how we make sure our teams feel supported:
- Normalize sick days: Reassure your team that taking time off when they're ill is not only acceptable but necessary. This might need some time and repeating from your side, especially if your team members are responsible and goal-oriented. Avoid language that might make them feel guilty for needing rest, and don't pressure them to finish their work before taking the time off. Example: "Thanks for letting me know! Focus on recovering–we'll handle things on our end until you feel better.”
- Be proactive about coverage: When someone takes a sick day, step in to help delegate tasks or redistribute workload temporarily. That way, employees won't feel as pressured to work even when they're not feeling 100 %.
- Respect boundaries: Don't contact employees during sick days unless absolutely necessary. Show them some respect and trust that they will start working as soon as they feel better again.
- Stay organized: We use the conflict-free calendar in Kime that shows you exactly who's working and who isn't. That way, you know what impact someone's sick day will have on others and to whom you can delegate some of the tasks.
Avoid single points of failure
Here’s an extra tip for both managers and employees: documentation is key! Make sure processes, tools, and critical information are accessible by more than one person on the team. No single absence will then disrupt workflows—a concept often called the "Bus Test" (because if someone were hit by a bus tomorrow… would the team still function?). To pass the bust test:
- Document everything: Write down processes, workflows, and give everyone access to all vital info so anyone can step in if needed.
- Assign backups: Every critical task should have at least one backup person who knows how to handle it.
- Use shared tools: Platforms like Basecamp, Monday.com and so on make it easy for teams to share knowledge and stay organized.
Knowledge is power. Sharing knowledge is the key to unlocking that power.
— Martin Uzochukwu Ugwu
How many sick days is it normal to take?
The number of sick days considered "normal” will vary by location, industry, or company policies. Typically, each country has legal requirements for sick leave (more extended periods of illness), but few include sick days. The lack of regulation is an opportunity for you to create an efficient sick day policy that will work for your team. Remote-first companies often adopt more flexible policies and offer unlimited sick days with clear guidelines for use.
That's why trust and transparency are a big deal in remote companies (Kime HR included). Our calendar has three options, where people can simply choose if they're taking a sick day, a longer sick leave, or a vacation. Simple, efficient and it keeps everyone informed. What do you think would be best for your team–unlimited sick days, five sick days per year, …? Here are some tips from our managers, regardless of what approach you choose:
- Encourage proper use of sick days: Employees should feel comfortable with fully disconnecting rather than trying to work through illness. As a manager, you should communicate clearly and frequently about the importance of taking time off to recover. Break the stigma.
- Make your policies flexible: Offer flexible or unlimited sick days, but educate employees on when and how to use them.
- Include mental health days: Emotional well-being is just as important as physical. Allow employees to take a sick day even for mental health (we're all going through it sometimes).
- Lead by example: Managers need to be supportive and also take their own sick days when needed.
Key takeaways: The good stuff
You've now officially made it through the ins and outs of sick days in remote work. What should you take away from it?
- For employees: Don't be a hero—take that sick day! Your body (and your team) will thank you. Communicate clearly, delegate tasks if needed, and remember: recovery is your top priority and work (most of it) will wait.
- For managers: Be the cool boss who says, "Take care of yourself, we've got this!”Lead by example, use helpful tools like Kime's conflict-free calendar, and make sure your team knows it's 100% okay to step away.
Q&A time!
How do I know if I should take a sick day?
If you're feeling crummy and can't focus, all that while googling “Can I survive on tea and tissues alone?”—it’s time to take a break!
What's the best way to communicate my absence?
Be clear, be kind, follow company policies, and use the dedicated communication tools.
How can managers proactively support their team's well-being?
Lead by example (yes, that means taking your own sick days), check in regularly with your team, and make sure everyone knows it's okay to prioritize their health—no guilt trips allowed!