What is presenteeism, and why is it a problem?

Presenteeism refers to employees attending work despite being unwell, often feeling compelled to do so to meet their employer’s expectations. Presenteeism is the direct opposite of absenteeism, which refers to when employees are absent from work without a valid reason. Both presenteeism and absenteeism can be harmful not only to the individuals affected but also to the organisation over time. 

Common examples of presenteeism include employees attending work while unwell, regularly working overtime, coming in on weekends or during holidays, working outside of official hours, and remaining accessible via calls and emails, essentially staying ‘logged in.’ These behaviours can decrease productivity and negatively impact workplace morale and efficiency. This decline in performance can adversely affect a company's profitability and tarnish its reputation. 

The consequences of presenteeism

Spreads illness

When an ill employee comes to the office with a cold or infectious illness, they risk spreading it to their colleagues, leading to more absences. This results in lost productivity as teams operate below capacity, ultimately affecting service quality and lowering morale. Keeping a healthy workplace is essential for maintaining overall efficiency and team spirit.

Longer recovery times

If a staff member is unwell, there is nothing better than resting at home to recover. Taking time off ensures they return to the office in good health and ready to work. However, if employees push themselves to stay at work, their recovery may be prolonged, leading to longer absences overall.

Lower workplace morale

Working with a teammate who is unmotivated, unhappy, or disengaged can emotionally drain the entire team and harm relationships. This negativity can lower morale and create a toxic workplace atmosphere, ultimately diminishing motivation and productivity for everyone involved. 

Lack of productivity

Long hours and fatigue already reduce productivity, and illness only exacerbates this issue. Sick and exhausted employees are more prone to making mistakes, leading to misunderstandings and additional work for others. In high-stakes environments like healthcare or construction, these errors can even be life-threatening.

Negatively impacts mental health

When employees come to work unwell, it drains them physically and mentally. The pressure to perform despite their condition, along with the fear of disappointing others or losing their jobs, negatively impacts their mental health. This can lead to disengagement, dissatisfaction, and a decline in overall enthusiasm for their work.

Undermines inclusion

Workplaces consist of diverse individuals, each with unique responsibilities and concerns. Employees with children or caregiving duties may hesitate to use sick leave for themselves, wanting to reserve it for loved ones. Meanwhile, those with disabilities or mental health issues might worry about the perception of frequent absences and choose to ‘power through’ attending work unless absolutely necessary.

What can employers do?

Identifying presenteeism in the workplace can be challenging, but raising awareness is an essential first step toward addressing the issue. Training line managers and supervisors to recognise the signs of presenteeism equips them with the tools necessary to intervene effectively. Empowering managers with this knowledge is vital for improving workplace statistics and fostering a culture where employees feel trusted and responsible.

A report by the Chartered Institute of Personnel and Development (CIPD) found a correlation between high levels of presenteeism and a culture that emphasises long working hours. A work culture characterised by long hours and unrealistic expectations regarding availability intensifies presenteeism. Managers must tackle these issues by cultivating trust and promoting openness, enabling a workforce that operates at its best. Employees should thrive in their roles rather than navigate a toxic environment that promotes fear and uncertainty.

Employers have a duty of care to their staff, which includes guiding them toward a healthy work-life balance and encouraging employees to take necessary time off to recover when unwell. By prioritising well-being and a supportive workplace culture, organisations can enhance productivity, improve morale, and ultimately create a healthier and more engaged workforce.