Employee Absenteeism and Preventable Health Risks

by Michael Ketslakh | Oct 24, 2026 | Police Health

Shift work is not simply an inconvenience for police officers; it is a direct occupational health hazard. The rotating and night shifts that are standard in policing disrupt circadian rhythms, suppress immune function, and drive the cardiovascular and metabolic disease that shortens officers’ lives.

Key Insights

  • Circadian disruption is the root mechanism behind most police health problems: Shift work breaks the body’s internal clock, which drives hypertension, metabolic dysfunction, and cardiovascular disease.
  • Night shifts carry the highest health cost: Officers working predominantly night shifts show the largest elevation in cardiovascular and metabolic disease risk.
  • Rotating shifts prevent adaptation: Officers who rotate between night and day shifts cannot adapt to either schedule, keeping them in a state of chronic circadian misalignment.
  • Screening cadence matters more for shift workers: Because the disease progression is accelerated, shift workers need more frequent screening to catch emerging disease early.

How Shift Work Disrupts Physiology

The circadian clock regulates blood pressure, hormone secretion, glucose metabolism, and immune function. When an officer works nights, the body’s internal timing is fighting the external schedule. Cortisol, normally high in the morning and low at night, becomes dysregulated. Melatonin production fails to suppress during the night shift. Blood glucose regulation deteriorates. Over years, this chronic misalignment becomes chronic disease.

The Metabolic Cascade

Circadian disruption directly drives metabolic syndrome: elevated triglycerides, low HDL, central obesity, and glucose dysregulation. These are not separate problems; they are a cascade response to shift work. They also are largely silent—an officer can have metabolic syndrome and feel fine—which makes screening essential.

Implications for Screening and Prevention

Knowing an officer works shift work changes screening strategy. These officers need more frequent assessment, earlier screening, and more aggressive management of emerging risk factors. This is the hub post that connects the rest of the police health cluster: shift work is the root cause, and the other posts explore how that manifests in specific diseases.

Frequently asked questions

Does a biometric screening test for drugs?

No. A standard biometric screening measures cardiovascular and metabolic markers: blood pressure, cholesterol, blood glucose or A1C, and body measurements. It is not designed to detect controlled substances, and the assays used have no capacity to find them.

Can my employer use a wellness screening as a secret drug test?

No. Drug testing requires its own consent, chain of custody, certified laboratory, and usually a medical review officer. Wellness screening involving medical examinations must also be voluntary under 29 CFR 1630.14(d)(2), so an employer cannot fold a mandatory test into it.

Does a biometric screening test for nicotine?

Sometimes. Some employer programs add a cotinine test, which identifies nicotine or tobacco use, often tied to a health plan premium difference. It is disclosed in advance, and it is a nicotine test rather than a controlled-substance screen. Check your program materials.

Does a biometric screening detect alcohol?

No. There is no breath test or blood alcohol measurement in a standard panel. Heavy drinking can affect markers such as triglycerides, but that is a general health measure with many possible causes and is not a test for alcohol use.

Will my employer see my individual results?

No. You receive your own results. Employers receive de-identified aggregate data describing the group, such as the share of participants in each blood pressure category. That informs program decisions without identifying any individual employee.

Can I refuse a biometric screening?

Yes. Participation must be voluntary. Under 29 CFR 1630.14(d)(2), an employer cannot require participation, deny or limit health coverage for declining, retaliate, or coerce. An incentive to participate is lawful; making it a condition of employment is not.

What is actually in the blood sample?

The sample is analyzed for lipids, which covers total cholesterol, LDL, HDL and triglycerides, and for blood sugar as glucose or A1C. Some programs add further markers, which should be listed in the program materials you receive beforehand.

Is a biometric screening the same as a pre-employment physical?

No. A pre-employment physical assesses fitness for a specific role and is typically a condition of hiring. A biometric screening is a voluntary wellness measurement for existing employees, with results going to the employee rather than to the employer.

How do I find out what my screening includes?

The program materials or consent notice should list every measurement. Under 29 CFR 1630.14(d)(2) employers must provide a notice describing what information is collected and how it will be used. If anything is unclear, ask HR before the appointment.

Does NDS Wellness include drug testing in its screening?

Our biometric screening measures cardiovascular and metabolic markers and is not a drug test. Because a physician is on site, employees can ask exactly what is being measured and why before anything is collected.

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