Eight in ten employees willing to do some work while ill

Employees want to feel useful even when they are ill

An employee who is ill may still be able to work. Depending on their condition and job, some activities may still be manageable. This could mean temporarily taking on different tasks, working from home, or having modified working hours.

Mensura’s new absenteeism survey shows that employees are remarkably open to this. One in three (34%) is willing to work while ill, provided it does not hinder their recovery. Their main motivation? They want to continue feeling useful. A further 48% would at least consider a request to do some work while ill.

Only 18% believe an employer should not expect an employee who is ill to do any work, even if their health allows it. In 2024, that figure was 26%.

Bart Teuwen, absenteeism expert at Mensura: “The figures send a strong signal. As an employer, you need to be able to respond to employees’ willingness to work. By considering what is possible within the organisation in advance, you can agree on a tailored solution when the need arises. Without that advance planning, employers and employees remain bound by the terms of the sick note.”

More people are working while ill

The willingness to contribute while ill also has a downside. More and more employees are working when they should still be recovering and resting.

As many as 81% of employees say they have worked while ill at some point. More than a quarter (27%) say they always do so. That is a striking increase from 2024, when this so-called presenteeism stood at just 4%. The main reason? Otherwise, work piles up or deadlines are put at risk.

Bart Teuwen: “It’s important to distinguish between two things: working under pressure when you should be recovering, and discussing what you can still do without putting your recovery at risk. The first makes people more ill. The second helps them stay connected. If we treat them as the same thing, we end up back at ‘being ill means staying at home entirely’. And nobody benefits from that.” 

Discussing mental wellbeing remains difficult

Open communication is essential to understanding what an employee needs, and there’s still room for improvement. A large proportion (67%) of employees say they can talk to their manager about health and wellbeing. Many topics are open for discussion, especially when they relate to work.

But talking about mental problems remains a sensitive subject. Only 12% of employees feel comfortable talking to their manager about them. Two years ago, that figure was 24%.
More concerning still: 14% of employees don’t discuss their mental problems with anyone at work. Not even with their manager, a person of trust, an occupational physician, or a colleague.

Bart Teuwen: “People who feel they have to cope alone only seek help when they can no longer manage. Every organisation must ensure there is at least one safe place to turn to, and that everyone knows how to find it. One in three employees on long-term sick leave is absent because of mental problems. A support network is therefore essential to prevent things from reaching that point.”

What can you do as an employer?

The results show that employees are often willing to stay involved in their work, even when they are ill. But that willingness must not turn into pressure to keep performing.

A strong absenteeism policy encourages open dialogue. It gives employees the space to recover while also exploring options for those who are still able to work to some extent.

These three actions will help you get started:

• Explore the possibilities for modified work. Which tasks, working hours, or workplaces could you modify temporarily? Mapping these out in advance will help you respond more quickly when an employee falls ill.

• Keep in touch without applying pressure. Agree clearly on how you will stay in contact during sick leave. Show genuine interest and discuss any possibilities for a return to work, while respecting your employee’s health and recovery.

• Make it easier to discuss mental wellbeing. Create a safe work environment where employees feel able to raise problems. Make sure they know who they can turn to, such as a person of trust or an occupational physician. Make sure you spot the signs early and address problems before the employee has to take sick leave.

A well-considered absenteeism policy is therefore not just about reducing absences, but also about helping employees stay at work or return to work in a healthy, manageable way.