2024-11-05 10:00:00
Corridor of the hospital emergency department, in Arcachon (Gironde), August 10, 2023. ROMAIN PERROCHEAU/AFP
Unsurprisingly, the announcement of a tightening of the rules for compensation for sick leave for public employees by the Minister of the Civil Service, Guillaume Kasbarian, on Sunday October 27, was freshly welcomed in the world of health, which was primarily concerned place with more than 1.2 million people in the hospital public service. Of the “unfair measures”a “real provocation”, the CGT Health and Social Action was moved, worrying about a “new flight from professionals”at a time when the hospital is struggling to recruit. After having been on the front line facing the Covid-19 epidemic and while the question of the lack of attractiveness of hospitals has since arisen, in an acute manner, the signal sent may have been surprising.
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In its quest for savings, the government is considering an extension of the waiting period from one to three days, i.e. the period during which the agent receives no compensation, as well as coverage, after this period, of 90% of his remuneration, compared to 100% today. And this, to tackle “the gap” growing between public and private, defended Mr. Kasbarian.
According to the report of the general inspectors of finance and social affairs, made public in September, it is in the hospital civil service that the duration of sick leave appears the longest, in 2022, with a peak at 18.1 days of absence per person on average during the year. With, among the elements of explanation, the end of the health crisis. Even before the Covid-19 epidemic, absenteeism in hospital represented around ten days per year (between 2014 and 2019), compared to eight days in the private sector, they report.
Declining numbers
On the ground, while no robust national indicator is available, the situations differ from one territory to another. The latest figures from the survey carried out by the French Hospital Federation, among 311 establishments representing 572,000 staff (i.e. more than half of the hospital public service), although decreasing, remain higher than before Covid . The rate of absenteeism due to sick leave of non-medical staff (nurses, caregivers, medical-technical, administrative, etc.) in health establishments and nursing homes has thus fallen to 9.5% in 2023, after a peak of 11.1% reached in 2022. It amounted to 8.9% in 2019.
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In this survey, as in the data communicated by hospitals, the magnifying glass is placed on these personnel who represent the majority of the workforce, and not on doctors, who are not part of the hospital public service, and whose sick leave remains few in number, often around 3%, we report in several establishments.
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**Interview with Dr. Elise Martin, Rural Health Advocate**
**Date:** November 5, 2024
**Location:** Hospital Emergency Department, Arcachon (Gironde)
**Interviewer:** Alex Reynolds
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**Alex Reynolds:** Thank you for joining us today, Dr. Martin, especially during these challenging times in the healthcare sector. There’s been significant discussion about the crisis in rural maternity care recently. Can you elaborate on how this might be affecting hospitals, particularly in rural areas?
**Dr. Elise Martin:** Thank you for having me, Alex. Absolutely, the crisis in rural maternity care is quite concerning. Many rural hospitals struggle to maintain the necessary staffing levels for 24/7 maternity services, which means women may not have access to timely care, especially for deliveries and C-sections. The announcement in October regarding tighter sick leave rules can exacerbate these staffing issues.
**Alex Reynolds:** That’s a great point. With the government’s proposed changes to sick leave compensation, what impact do you foresee on staffing in rural hospitals?
**Dr. Elise Martin:** The government’s move to extend the waiting period for sick leave compensation could push more healthcare professionals away from public service due to financial insecurity. Rural hospitals already face recruitment challenges, and if conditions worsen, we might see an accelerated flight of talent from these critical care facilities. It’s essential that we make these positions more attractive, not less.
**Alex Reynolds:** You mentioned recruitment challenges. What do you think could be effective strategies to retain healthcare workers in rural areas?
**Dr. Elise Martin:** There are several strategies that could help. For example, increasing compensation for rural healthcare roles, providing incentives for professionals to work in these areas, and offering educational support for ongoing training. Community engagement and support systems also play a crucial role in making healthcare roles in rural settings more appealing. We need to show that working in rural health is a rewarding and sustainable career option.
**Alex Reynolds:** The disparity between public and private care seems to be a critical factor discussed by Minister Kasbarian. How should this concern be addressed without compromising care quality in rural areas?
**Dr. Elise Martin:** It’s a delicate balance. While it’s important to ensure equity between public and private sectors, the focus must remain on quality care for all populations. Any reforms should include input from healthcare professionals who understand the realities on the ground. Ensuring that rural facilities can thrive is essential for the health of entire communities.
**Alex Reynolds:** Thank you, Dr. Martin, for your insights into this pressing issue. It’s clear that addressing the crisis in rural maternity care requires thoughtful strategies and genuine support for our healthcare workers.
**Dr. Elise Martin:** Thank you, Alex. I appreciate the opportunity to discuss these vital issues.
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This hypothetical interview covers the implications of the recent policy changes on rural maternity care, aiming to shed light on the complexities faced by healthcare professionals and the communities they serve.
