Is employee absenteeism plaguing your workplace? It’s a common problem these days, with 34% of U.S.companies reporting increased worker absences over the last two years.

It’s an expensive problem too. According to the CDC, worker absenteeism costs upwards of $225 billion annually in productivity losses. At the individual level, that amounts to $1,685 per employee.

Of course, sickness is a constant part of life – as are vacations, family emergencies, and other personal commitments that require employees to use sick leave or take PTO. But when a worker goes AWOL or makes a habit of missing work, there are trickledown consequences for companies as a whole. Workplace moral and productivity, to name just a few, all tend to suffer when people repeatedly fail to show up.

Remember, we aren’t talking about legitimate sick days or pre-approved PTO here. Rather, unexcused absences tend to look like skipping work without giving notice; taking personal days; missing work without approval; and failing to provide adequate documentation (e.g. doctor’s note) for an absence. Habitual or excessive absences, according to SHRM, equate to two or more occurrences of unexcused absence in a 30-day period.

So what’s behind excessive, unexcused absences at the office, and how can employers and HR managers remedy the problem?

Causes of the uptick in absenteeism

Obviously, illness will always contribute in large part to worker absenteeism. Last winter’s “tripledemic” of flu, RSV and COVID-19 didn’t help American workers’ chances of staying healthy and doing their jobs. Other sickness, disease, chronic conditions and seasonal illnesses will continue to factor into the equation and keep workers away from the office from time to time.

Childcare needs also top the reasons for workers calling out. In October 2022, for example, a whopping 104,000 caregivers missed work due to childcare issues. The uptick can be attributed to staffing shortages at day care facilities, quarantine mandates and the aforementioned tripledemic, among other culprits. Women, in particular, are more than four times as likely to miss work when childcare needs arise.

But now more than ever, mental health is largely to blame for the rise in employee absenteeism plaguing American workplaces. According to Gallup, only 31% of American adults rate their mental health or emotional well-being as “excellent.” That stat is lower than it’s ever been since Gallup started polling people more than 20 years ago. Depression is the biggest mental health condition impacting worker attendance and costs as much as $51 billion in absenteeism from work and lost productivity.

Elevated levels of workplace stress and burnout also contribute to absenteeism at a higher rate of late. Forty-one percent of U.S. workers recently said they were suffering from burnout, which includes feelings of exhaustion or energy depletion; negativism or cynicism related to a their job; and reduced professional efficacy.

Ways to address employee absenteeism

Illness and last-minute childcare needs aren’t going anywhere, but there are effective ways to reduce employee absenteeism as it relates to mental health, worker stress and burnout.

Offering flexible work arrangements that allow employees to clock in remotely on a regular or as-needed basis can be helpful, especially for those struggling to juggle the demands of home and job.

Bonuses for good attendance – or, at minimum, recognition of those with stellar attendance records – are an option for companies interested in rewarding employees who meet expectations (and possibly incentivizing those who struggle in this area).

A comfortable work environment also stands a better chance of keeping employees engaged and present. Perhaps you could increase the appeal of your own workplace with inviting break rooms, restorative outdoor spaces, healthy food and drink offerings, and even gyms and massage chairs. Natural light packs some serious punch too.

But the strongest antidote to and line of defense against worker absenteeism resides in comprehensive wellness benefits. Supporting the physical, mental, emotional, financial and social needs of employees is crucial to promoting and maintaining a healthy workforce.

Wellness programs look different in every workplace but often include solutions like:

• fitness and physical activity initiatives
• yoga classes
• breathing stress management workshops
• financial literacy training
• health assessments
• nutrition counseling
• lifestyle coaching
• sleep seminars
• community-building activities

An effective corporate wellness program begins with an employee needs analysis. Those findings dictate which services best fit your specific population. The end package can include innovative health and fitness offerings along with some of the solutions above. Any combination of services aimed at promoting health and wellness will inevitably affect employee attendance rates for the better. It’s just good medicine.

If you’re ready to tackle employee absenteeism with proven solutions, the experts at Aquila have been designing customized employer wellness benefits plans for public and private sector organizations for more than 25 years. Contact us today to learn how Aquila can help you design a corporate wellness program that promotes a healthier and happier workforce ready for the task at hand.