Coughs, Costs & Chaos: How the Flu Disrupts Work — and What to Do

If it seems like more of your employees are calling in sick, it’s not all in your head. The U.S. is emerging from one of the worst flu seasons in 15 years, measured by estimated infections, per the American Medical Association (AMA). At least 37 million flu infections, 480,000 hospitalizations, and 21,000 deaths were tracked by the Centers for Disease Control and Prevention (CDC) this season.

The high severity of this season may be due to a confluence of factors, according to internal medicine doctor Raj Singh, M.D., FACP, FASN.

“First, an unusually cold winter has driven more people to spend more time indoors, facilitating closer contact and increasing viral transmission. Second, flu vaccination rates have dropped significantly, possibly due to overall ‘vaccine fatigue’ following the heightened focus on COVID-19 vaccinations,” the Las Vegas physician said.

Flu season takes a toll on the workplace, with increased sick days translating to decreased employee productivity for many organizations. Employers should double down on effective strategies to prevent illness from disrupting operations. 

Why This Matters to Employers

Contagious diseases compromise not only employees’ well-being but the health of businesses, too. When absenteeism skyrockets, employers face understaffing challenges and serious disruptions in productivity.

There’s also an emotional toll on employees. When sickness spreads, employees feel the additional pressure of having to meet deadlines while feeling under the weather or caring for sick family members. 

“Employees experiencing increased workloads due to staffing shortages are significantly more likely to report feelings of burnout compared to those without additional workload pressures,” said Ragan Decker, Ph.D., SHRM-CP, manager of commercial research at SHRM. “This creates a dual burden: Employees who have been ill or took time off to care for a sick family member must catch up on missed work, while colleagues who stepped in to help face the risk of overwork, compromising their own health and productivity.” 

And a lack of wellness support in the workplace can lead employees to feel undervalued: According to SHRM’s State of Global Workplace Culture in 2024 report, 47% of global workers in poor or toxic workplace cultures are actively looking to leave their jobs due to insufficient attention to employee well-being.  

“Workers are evaluating whether their employer prioritizes their health and overall well-being,” Decker said. “Inadequate sick leave policies or a lack of wellness support can signal to employees that their health is not valued, leading to disengagement and higher turnover.”

This is where supportive managers can shine. Fostering an environment of understanding, flexibility, and empathy can help employees feel valued and cared for. The result: better employee retention and increased productivity. 

Member Resource: Memo Template: Prevent the Spread of Flu and Other Communicable Diseases

Support Employees, Mitigate Illness

But employers don’t just have to react to whatever virus spreads through the workplace. There are a number of effective strategies and tools to protect employee health.  

Enforce sick leave policies. Employees should feel supported in staying home when they’re unwell, even if they’re experiencing mild symptoms or only suspect they’ve been exposed. “SHRM’s open leave policy supports a healthier work environment by allowing staff to take the necessary time off to recover without fear of missing pay,” said Sheri Martel, SHRM-SCP, total rewards lead at SHRM. When employees know they won’t be penalized for prioritizing their health, they’re more likely to take the time they need. This ultimately leads to a healthier, more resilient workforce.

Provide telehealth options. Free telehealth offerings are a game-changer for both employee health and workplace productivity. When you give staff easy access to virtual health care, employees can get the timely care and diagnoses they need. This helps prevent delays in treatment and reduces the risk of spreading disease at work, Martel said. “Convenient and cost-free access to health care encourages employees to seek medical attention when needed.”

Set up touch-free workspaces and encourage sanitization. Investing in hands-free equipment — such as motion-activated sanitizer dispensers, automatic doors, and touchless faucets — reduces shared contact points where germs can linger. Dr. Singh also recommends providing hand-sanitizing stations in high-traffic areas, supplying disinfecting wipes, and encouraging employees to clean shared equipment (such as phones and keyboards) before use. “Regular hand and surface sanitation disrupts common transmission pathways by removing or killing flu viruses before they can spread,” Dr. Singh said.

Invest in better air quality. Investing in systems to improve air quality is one of the most effective ways of reducing the spread of the flu in the workplace. “Upgrading HVAC systems with high-efficiency particulate air (HEPA) filters can help remove airborne particles, including viral droplets... ensures that fresh, clean air circulates throughout the space,” Dr. Singh said. “Proper ventilation also dilutes the concentration of pathogens in the air.” 

Facilitate flexibility. According to SHRM’s 2024 Employee Benefits Survey, 70% of employers consider flexible work arrangements “very important” or “extremely important.” 

“Allowing employees to work from home when caring for sick family members or adjusting their schedules for doctor’s appointments or to recover without taking extended time off can help maintain productivity while supporting employee well-being,” Martel said. 

Not only that, but decreasing the number of people working onsite concurrently lowers the chances of direct contact and droplet transmission, Dr. Singh explained. 

Optional remote work is a win-win: It helps prevent workplace outbreaks while fostering trust, empathy, and employee loyalty.

Member Resource: Preventing and Containing Outbreaks of Flu and Other Illnesses in the Workplace

Prepare for Next Flu Season — Now

While immediate steps like encouraging sick employees to stay home and improving office hygiene can help limit the spread of illness today, employers also have an opportunity to think ahead. Preparing now — before flu season fades from memory — can make workplaces more resilient when the virus inevitably returns later this year.

Offer On-Demand Virtual Health Consultations

Consider partnering with telemedicine providers so employees can check in with a doctor without having to leave home. It makes getting care easier, helps people get treated sooner, and keeps them from spreading the flu in crowded waiting rooms. Extra points if you find a telehealth provider that’s available 24/7 with no co-pays. 

Martel recommended comparing your medical plan’s telehealth with options offered by independent providers. 

“It may be beneficial for both the employer and the employee to take advantage of the least obvious alternatives. Independent providers can be cost-effective, offer more services, and be considered an additional benefit within a wellness/employee assistance program,” she said.

After a telehealth provider is set up, make sure you regularly remind your staff about the offering through emails, meetings, and special events. “The benefit won’t be successful if staff don’t know it’s available,” Martel said.

Vaccination Clinic

Schedule an onsite -vaccine clinic for next fall. Flu season typically peaks between December and February, according to the CDC, so consider planning your event for October or early November.

Hosting a vaccine clinic demonstrates to employees that their health is a priority. Additionally, bringing the flu shot to your workplace not only makes vaccination easy and convenient — saving employees the hassle of scheduling appointments or taking time off — but also helps to keep your workforce well. 

“Annual flu vaccines are formulated to target the most likely circulating strains each season, and while their effectiveness can vary — often between 40% and 60% — they still offer vital protection, reducing both the likelihood and severity of infection,” Dr. Singh said.

However, an onsite clinic may not be an option for every employer, especially if the majority of staff is remote, said Martel, who set up SHRM’s vaccination clinic last fall. 

Cost is another consideration. “Coordinating with your medical plan provider and understanding coverage for onsite vaccinations is key,” Martel said. 

Once you’ve established that a vaccine clinic is feasible, here’s how Martel recommends setting it up:

• Pick a date. Choose a time when most employees can be present to maximize participation.
• Select a location. Schedule the event in a convenient location — one that also allows for some privacy — where the vaccination will be administered.
• Create a sign-up system. Have staff reserve time slots for their flu shot. Martel said that sign-up sheets are “a must.”
• Communicate required documents. Clearly inform staff about any paperwork they need to complete beforehand and what to bring to the vaccination event.
• Make sure paperwork is complete. Make sure all necessary forms are submitted ahead of time to keep things running smoothly.
• Send reminders. Check in with employees before the event to encourage participation and to confirm appointments.
• Plan for the unexpected. Be prepared for cancellations and walk-ins to accommodate as many people as possible.

The 2024-2025 flu season highlights why employers must step up to support their teams. By taking proactive steps, such as offering flexible sick leave, setting up free telehealth options, and investing in better air quality, businesses can protect both employee health and productivity. With the right strategies in place, employers not only help keep the flu at bay but also build a more loyal and resilient team.