Presenteeism is a growing concern in the modern workplace. It occurs when employees show up to work despite being physically or mentally unwell, often due to pressures such as job insecurity, workload, or a workplace culture that prioritises attendance over productivity or employee wellbeing. While presenteeism might seem less harmful than absenteeism, it is often an invisible cost – unwell employees can be less productive, potentially make more mistakes, and could impact overall team morale.
One way to tackle presenteeism is through a thoughtful employee benefits package. Companies should look to offer benefits that promote health, wellbeing, and a positive work-life balance, encouraging employees to prioritise their wellbeing and reduce the pressures to work when unwell.
Promote Mental Health Support
There is an important link between mental health issues and presenteeism, 34% of employees worry about their mental health to the point that it impacts ability to be productive at work [1]. Employees who have mental health conditions such as anxiety, depression, or burnout may feel obligated to come to work even when they are not fit to do so if there is not a supportive culture.
To combat this, companies can offer mental health benefits such as access to therapy, counselling, or mindfulness apps. Signposting to Employee Assistance Programs (EAPs) which provide confidential counselling services can allow employees who are dealing with personal or work-related stress to access support.
Encourage Flexible Working Arrangements
Rigid work schedules are a major contributor to presenteeism. Many employees may come to work unwell because they fear missing out on important tasks, falling behind, or being viewed as unreliable. Flexible working hours and the ability to work remotely can be game changers in tackling this issue.
Offering flexibility enables employers to send the message that they trust their staff to get the job done, regardless of location or time. This flexibility reduces the pressure on employees to come in when they’re not feeling 100%. Our research found that 29% of employees worry about their current finances so much that it affects their work productivity [1]. One overlooked benefit of flexible working is the reduction of commuting costs for employees, which may ease financial pressures.
Companies can look at hybrid working models or the option to shift working hours, as an increase in presenteeism could also lead to an increase in health and safety risks so it’s important that companies do provide flexible working that allows employees to rest, recover, and work when they feel better.
Implement Comprehensive Health Benefits
Employees may show up to work when unwell because they don’t want to use their sick days, or they can’t afford to take unpaid leave. Companies can remedy this by offering comprehensive health benefits that provide adequate sick leave, health insurance, and wellbeing support.
Private health insurance or cash plans can cover both preventive care and treatments – helping employees to take care of minor health issues before they become major problems. Offering flu jabs or on-site health checks can also reduce the likelihood of illnesses spreading in the office, which could lead to fewer instances of both absence and presenteeism. In addition to physical health benefits, providing well-rounded wellbeing support can encourage employees to take a proactive approach to their overall health. Gym memberships, access to nutritionists, and physiotherapy can help employees manage their health.
Foster a Supportive Company Culture
Workplace culture plays a significant role in presenteeism. If employees feel that taking a day off when they’re unwell will be judged, they could be more likely to come into work when they shouldn’t. Companies should look to tackle this by fostering a culture where health and wellbeing are prioritised.
Leaders who openly discuss the importance of mental and physical health set a positive example for their teams. Encouraging open communication channels and regular check-ins can help identify employees who might be struggling before they feel the need to come into work while unwell.
Offer Financial Education and Support
Financial worries can lead to stress, which has been exacerbated by the current cost of living crisis; nearly a third of employees want additional support with everyday finances [1]. Companies offering financial education and support can help employees manage their money both short and long-term. Providing access to a discounts portal could also give immediate relief.
Additional support might include financial literacy workshops, savings plans, or access to a 1-2-1 with a financial advisor. Some companies also offer loan repayment assistance or help with budgeting and retirement planning. When employees feel more secure in their financial future, it is less likely to have a negative impact on their mental health.
Provide Line Manager Training
Line managers are often the first to notice when employees are overworking or attending work despite illness, stress, or burnout. Training will support them in identifying signs of presenteeism early, as well as providing the confidence and knowledge to have open, supportive conversations with employees. Line Managers should learn how to encourage a healthy work-life balance, spot burnout risks, and promote mental health resources.
28% of employees do not engage with their employee benefits [1] which emphasises the importance of knowing where to signpost employees when they need additional support. Fostering a culture of trust and understanding should allow line managers to create an environment where employees feel comfortable taking time off when needed. This could not only reduce presenteeism but could also improve overall employee wellbeing, productivity, and retention.
Conclusion
Tackling presenteeism requires a comprehensive approach that goes beyond simply encouraging employees to stay home when they’re unwell. Companies should strive to offer a wide range of employee benefits that address both physical and mental health, as well as fostering a supportive workplace culture to encourage access to support. By taking a holistic approach, companies can reduce the occurrence of presenteeism and create a healthier, more productive workforce.
[1] Mind The Gap 2023
