What is the data source for these absence rates?

The data are based on annual averages from the Labour Force Survey (see Data source), not a special survey of absenteeism.

Although the LFS was not specifically designed to capture the incidence and level of absence from work, it is the best source of data on the subject. Use of a household survey to provide such data is not unique to Canada. All countries belonging to the Organisation for Economic Co-operation and Development (OECD) have surveys like the LFS that provide data on persons 'with a job but not at work.' Many of these surveys look at the reasons for the difference between usual and actual hours worked (that is, number of hours absent) in the reference week; these data can be used to generate work absence rates. Unfortunately, differences in the classification of reasons for work absence, and in periodicity, etc., have made international comparisons difficult. Both the OECD and the International Labour Office are currently making efforts to promote the gathering and publication of comparable data.

Most firms and institutions in Canada keep records on worker absences for administrative and accounting purposes. Again, differences in coverage, periodicity and definitions limit comparability or across-industry aggregation of the data into meaningful national rates by sex, age, industry, occupation, and so forth.

Is maternity leave included in the absence data?

As of 1997, women with a full-time job but on maternity leave are excluded from the data. Prior to the 1997 redesign, this was not possible. Maternity leave is not considered a reason for absenteeism since it is often scheduled and thus entails minimal disruption at the workplace.

How are long-term disability absences treated?

The LFS does not distinguish between long- and short-term disability absences. Those who are absent but consider themselves 'employed,' and who receive full or partial pay from their employer, are included in the illness or disability category, irrespective of length of absence. In 2001, an average of 16,000 employees each week had been absent from work for over a year because of illness or disability. Their exclusion would have had a minimal effect on the overall findings.

Are absences resulting from work-related injuries or illness included in the data?

The LFS does not ask if an illness or disability is work-related. Thus, all such absences are included in the data in this publication.

Do the data include both paid and unpaid absences?

Yes, both are included. However, only persons on full-week absences are asked whether they received any wages from their employer for any time lost from work. Those on part-week absences are not asked this question.

Does the LFS measure the effect of stress?

Not directly. While stress may be an important factor in explaining work absences, this reason and others, such as worker boredom (with repetitive work, for example), employer-employee relations, and poor working conditions-all of which affect work attendance-are not listed separately in the LFS response categories. Answers to such questions are often difficult to substantiate.