Mapping absenteeism

Many organisations are unaware of the actual costs associated with absenteeism among their workforce, despite the fact that an easy-to-use tool is available to calculate these costs. To gain insight in the frequency and the causes of absenteeism within your organisation, and to develop an effective plan of action, you need to look at the numbers first. Use the Absenteeism Compass to easily gauge the prevalence of absenteeism within your organisation.

Facts

Costs associated with short and long-term absenteeism on the rise

As absenteeism among workers is on the rise, so are the direct and indirect costs associated with it. Employees on long-term absences represent a loss for the organisation in terms of knowledge and experience. In addition, training new recruits costs time and money.

It’s all in the numbers. In Belgium, worker absenteeism represents around 2.6% of total wage expenditure. But it also has an effect on our social security system. In 2016, social security benefits paid to long-term absentees totalled more than 5 billion euros.  

Absenteeism and its many causes

In order to assess and interpret absenteeism figures correctly, it is important to look at the exact causes. Many different factors contribute to worker absenteeism: company culture, type of work, approach towards absenteeism, legal provisions, employment regulations and their implementation, epidemic outbreaks, etc.

Absenteeism also takes several different forms, ranging from short-term to long-term absences that are sometimes frequent. Regular non-attendance throughout your workforce may point to a culture of absenteeism within the organisation. Frequently recurring illnesses among employees may indicate shortcomings in their working conditions.

A targeted, comprehensive approach to tackle absenteeism will lead to immediate results in the short term, and workable, structural solutions for the long term.


Mensura will advise you

  • Use the  Absenteeism Calculator  to easily determine the costs associated with worker absenteeism in your organisation and how much reducing absenteeism could save  you.
  • Measure absenteeism at work based on fundamental indicators such as percentages of short and long-term absenteeism, the frequency of worker absenteeism, and the percentage of workers absent. Use the Absenteeism Compass for assistance.
  • Remember to measure absenteeism levels not only among your entire workforce but also within several relevant subgroups.
  • Compare absenteeism figures across a number of years, starting from a zero initial value.
  • Compare absenteeism figures against relevant standards. Mensura is the perfect partner to assist you with this.

Result

  • An in-depth analysis of worker absenteeism at organisation-wide level and subgroup level will provide you with much-needed objective insight from which you can build an effective policy to reduce absenteeism and increase productivity.
  • An objective analysis also promotes a constructive dialogue between HR, managers, supervisors and social partners.