From missed deadlines to rescheduled meetings to overwhelmed employees, unplanned absences can drag down workplace productivity by as much as a third. The effects of workers regularly missing work include low morale, frustrated clients, and a unsteady bottom line. So, what’s behind the rise in employee absenteeism, and why’s it happening now? We look at the five top drivers.

Physical health

Illness, injury, and medical appointments are the most reported reasons for missing work. At the same time, absences related to chronic health complaints like diabetes or obesity cost US employers more than $36 billion a year. And thanks to the COVID-19 pandemic, more workers called in sick in 2020 than at any time in two decades, with an average of 1.5 million people a month missing work, at a cost that will take decades to make up.

Mental health

As employees grapple with lives altered by the pandemic, huge swathes feel burnt out or struggle with their mental health. Depression and anxiety cost the global economy an estimated $1 trillion each year in lost productivity. Often workplace mental health concerns can be tied to poor health and safety, inadequate communication, poor leadership, or a lack of control over one’s work.

Childcare and eldercare

Managing work while raising kids or looking after older loved ones has always been the ultimate balancing act. After the start of the pandemic, childcare-related absences soared to 250% of the 20-year average. Millions of Americans (mostly women) called out of work or even left the workforce entirely to look after children or relatives at home. Many experts point to a lack of inclusion in the workplace as an often-overlooked absenteeism driver.

Transportation

Bad weather, car problems, late buses. A long commute increases the risk of absenteeism and poor productivity, especially among low-income workers and disadvantaged groups. Over 40% of American adults would not be able to cover an emergency car repair bill of $400. In fact, employees themselves can take a financial hit from absenteeism, especially if they’re unsalaried or depend on tips or commissions. The problem can compound and leave many without the means to travel to work.

Bullying and harassment

As many as 30% of Americans have been bullied at one point or another in the workplace. Overt or subtle, bullying and harassment make work intolerable for employees, pushing many to call in sick. In addition to uncontrolled absenteeism, this leads to long-term personal consequences for the victim, fiscal consequences for the company, and adverse effects on non-target coworkers.

If you’re concerned that absenteeism becoming a problem for your business, we can help you tailor your HR practices to better support you and your workforce.

When you partner with Adecco, we’ll help you get a handle these challenges and build an adaptive, resilient workforce strategy. We can help you evaluate your current flexibility provisions, and consult with you on new, attendance-boosting accommodations, employee transportation, wellbeing support, and inclusion. You’ll get access to our deep candidate pipeline, innovative staffing tools, and resources to help you improve retention.

From white papers to case studies to research papers, we have a wealth of insight on the issues surrounding absenteeism. Also: read our tips on keeping your pandemic-weary workforce energized, tackling ‘ghosting coasting,’ and how to manage remote teams effectively.

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The pandemic has blurred the line between personal and professional life over the last 18 months, and in turn, mental illness has risen sharply. In a work setting, the symptoms of mental health problems can be complex and hard to pin down. We might have trouble getting motivated, avoid colleagues, become chaotic, or make mistakes that we wouldn’t typically make. Or we might experience burnout, a particular type of work-related stress, that Mayo Clinic describes as a state of physical or emotional exhaustion that involves a sense of reduced accomplishment and loss of personal identity.

If you’re feeling this way, you’re not alone: 32% of office workers globally said their mental health has worsened in the last 12 months, while 4 in 10 said worker burnout was a big concern for them. On the upside, more and more businesses are treating mental health as an urgent priority, but many workers still worry about the stigma and damage to their reputation at work.

So, what can we do to protect our mental health at work?

1. Practice self-love

When people push themselves too hard for too long, the loss of power and control can be overwhelming. People suffering from burnout tend to berate and blame themselves, but to move forward, it’s essential to forgive yourself for those perceived mistakes. Neuroscientists have discovered a direct link between self-compassion, resilience, and success. Only when we learn to accept our current position and forgive ourselves can we begin to take our power back.

2. Reframe the way you look at work

The antidote to burnout is not necessarily less work but more meaning. Whether you have a high-octane, high-pressure job, or one that is mundane and repetitive, try to find the value in what you do. Celebrate the little wins and focus on how your role helps others. Changing your attitude towards your job can help you regain a feeling of purpose and control.

3. Prioritize your relationships

Make time to maintain friendships, family ties, and bonds with your workmates, especially when work feels overwhelming. Mentors or small groups of trusted colleagues can provide a lifeline, so find out what support groups are available in your company. Or, if you can’t find what you’re looking for internally, look elsewhere. Organizations like Mental Health America can connect you with excellent support networks near you.

4. Look after your body

What’s good for your body is good for your mind. Make physical activity that you enjoy a part of your day, even if it’s a walk at lunchtime or exercise after work (making you officially off the clock). Aim for regular meals, drink plenty of water, and make sure you take time away to eat if you work at a desk. If you drink alcohol, don’t overdo it. Find other ways to unwind, like taking a much-needed vacation or practicing meditation or mindfulness.

5. Take a break

Don’t hedge your sense of worth solely around professional success. Think about what other skills you have. Achieving something outside work can boost your self-esteem, whether that’s reaching your daily steps target on your pedometer, knitting a sweater, or making a delicious meal for your family. 

6. Talk about it

Opening up isn’t a sign of weakness; it’s part of taking charge of your health.  Many employers provide paid or subsidized access to external resources that you can use anonymously; speak to HR about what’s available. It can be hard to talk about feelings at work, so you must find someone you feel comfortable with, whether your boss or a colleague.

7. Ask for help

If you feel your state of mind is affecting your ability to do your job, it’s probably time to talk to your boss. Although this can feel daunting, remember that your manager may be struggling to spot when employees have mental health issues, especially in remote settings (53% of all managers we surveyed said they struggled with this).

Set up a pre-planned face-to-face meeting, whether virtually or in person. In advance of the meeting, think through what you want to share and rehearse what you’re going to say. Be ready to explain how your mental health is affecting your work. If the cause is work-related, say it. If you can, come to the meeting prepared with suggestions about what your boss can do to help you. For example, if overwork is the problem, maybe you can suggest some non-urgent tasks to take off your plate. Or perhaps your boss could reduce your exposure to some of your more stressful responsibilities and colleagues.

Unfortunately, the harsh reality is that not every boss will respond with the compassion you deserve, so know what to do if the conversation doesn’t go well. Have a backup contact, perhaps someone in HR to talk to or a co-worker who can offer support.

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Overwhelmed, overworked, and overscheduled. If you’re not already prioritizing mental health needs of your workers, the time to act is now. Beyond the impact to your employees’ physical health (dramatically increased risk of stroke, fatal heart disease, substance abuse, and more), the costs for employers include high turnover, absenteeism, poor customer care, and declining organizational performance. Alarmingly, research shows that burnout can be contagious, impacting entire workforces.

According to just released Adecco research, 32% of workers globally said their mental health deteriorated in the last 12 months, while 4 in 10 said burnout is a significant cause for concern. And compounding the risk, 53% of all managers said they have not found it easy to identify when staff may be struggling.

Even small, subtle culture changes can have an outsized impact on your employees’ wellbeing. Here are four common-sense steps you can take to promote wellness among your workers (and consider sharing our tips for employees to avoid burnout):

1. Normalize mental health in your workplace

Acknowledging that mental illness is just like any other physical condition can make it easier for employees to bring up the challenges they’re facing. Warning signs like lethargy, cynicism, and absenteeism are more likely to go unnoticed in virtual or hybrid environments. Without daily in-person interactions to see facial expressions and body language, managers can struggle to spot emerging problems before it’s too late.

Make sure your leaders proactively send the message that your workplace is a safe place to talk openly. Consider leadership panels and group discussion circles where leaders share their personal experiences and advocate for self-care.

2. Meet people where they are

Leaders play a huge role in building a culture that supports inclusion and compassion. Mental health is fluid and can fluctuate as circumstances change. One person may be overwhelmed today, fine tomorrow, and struggling with unbearable anxiety the next week.

Remember that millions of Americans are dealing with financial struggles or personal grief in the pandemic’s wake. Some employee populations are more vulnerable to risk factors than others: Parents are shouldering the tremendous burden of school and daycare closures. And communities of color are at heightened risk because of larger challenges accessing mental healthcare and higher COVID hospitalization rates.

3. Reach out to remote workers

With the abrupt decline in face-to-face contact, it’s easy to forget how important we are to one another at work, setting the scene for feeling disconnected, a precursor to mental ill-health. Leaders can implement strategies to build social belonging, like buddy systems, mentor networks, and peer support groups. Find ways to talk more often, share more often, and ask questions that encourage employees to open up. Younger workers are at a particular risk of feeling stressed and isolated in today’s environment. Even something as simple as starting online meetings with five minutes of non-work-related small talk can increase feelings of connectedness and give leaders better opportunities to spot looming mental health problems.

4. Make healthy work-life balance a non-negotiable

Long working hours are a huge occupational health hazard. Yet, in America, many take pride in consistently working hours that the WHO considers dangerous. The US has been dubbed the ‘no vacation nation’ in stark contrast to places like the EU, where employees are entitled to a minimum of 20 days. Leaders must encourage self-care by instilling a culture of ample rest breaks and downtime (and by not glamorizing long hours). Stepping away from the daily grind helps employees recalibrate their perspective and often leads to the best ideas and innovations.

At Adecco, we believe the pandemic is an excellent opportunity to build a smarter and more purposeful workplace. For more insights on the complex, unfolding issues shaping our working world take a look at our freshly launched research Resetting Normal: Defining The New Era Of Work.

And why not share our guide to mental health at work with your employees?

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