Absenteeism figures analysis
Understand the structure of your absenteeism figures better. This quantitative analysis forms the basis for concrete recommendations tailored to your organisation, which you can then implement immediately.
Only with objective data can you develop a well-considered and effective policy.
Get to work on your absenteeism policy.
Why opt for an analysis of your absenteeism figures?
- You’ll gain a detailed insight into absenteeism within your organisation.
- We’ll benchmark your average absenteeism rate and frequency for you.
- You can monitor the figures annually.
- You’ll receive recommendations that are based on objective data and tailored to your organisation.
We’ll help you move from a reactive to a proactive absenteeism policy:
43% of Belgian companies don’t monitor their absenteeism figures. This is a missed opportunity: besides the absenteeism rate, there are numerous other parameters that provide useful input for targeted action.
What is an analysis of your absenteeism figures?
It’s important to measure what’s going on. You need to know where the underlying problem lies to come up with an evidence-based solution.
The quantitative analysis provides insight into the key absenteeism figures based on your HR data. For example:
The absenteeism rate, both short-term and long-term
The frequency: how often is your employee absent?
The duration: what’s the average length of time your employee is absent for?
The impact: what’s the relationship between individual absenteeism and the functioning of your organisation?
Zero absenteeism: how many employees are never absent?
You can also supplement this quantitative approach with a qualitative one that takes a deeper dive. Based on interviews with stakeholders, we analyse your current policy and translate the resulting insights into concrete actions.
"Suitable approach, processing and feedback on our absenteeism issues and approach."
Manuela Poelmans
HR Manager Vinci Facilities Belgium
How does Mensura help in practice?
1. Intake meeting
together with an absenteeism expert, you explore the available data that can be used.
2. Quantitative analysis
we calculate the agreed absenteeism figures and analyse them by site, department, team and individual. We then present the figures visually so that you can see at a glance where the priorities lie.
3. Qualitative analysis (optional, paid)
we explore the story behind the figures. Good to know: we offer this option per set of five interviews, but this can be modified by arrangement.
4. Presentation of action plan
we present our findings, including specific points for improvement to address in the short and long term.
5. Follow-up meeting
we stay on board so that we can evaluate the impact of your policy. A single follow-up analysis after one year is included in the price. In our report, we examine the benefits of your policy and how things are going.
Price
€ 3,328 excl. VAT
This price includes intake, data analysis, presentation of the action plan and a one-off follow-up after a year.
Subsidies
Thanks to our government certification, we meet the conditions of the SME portfolio (in Flanders). Use the certification number Mensura Consult – DV.A252196 in your request. More information can be found here.
Frequently asked questions
How often should I monitor my absenteeism figures?
It’s best to share the three key parameters – the absenteeism rate, the absenteeism frequency and the percentage of those who do (and who never) take sick leave – with the management every month.
On a quarterly and annual basis, you should take a deeper dive into the figures in order to report in more detail on trends in a specific region, age group or department, and so on.
By working on an annual basis, you can also eliminate seasonal effects and gain a better and more accurate view of trends. How many employees collectively account for half of the sick leave days? Is there a significantly higher rate of absenteeism during an unexpected period? For example, do you have employees with children who are mainly absent during the school holidays? Such insights, trivial though they may seem, will help you anticipate absenteeism.
What absenteeism figures should I monitor?
The three main parameters to monitor are the absenteeism rate, the absenteeism frequency and the percentage of those who do (and who never) take sick leave.
The absenteeism rate is the percentage of your employees who are off work during a given period. It primarily identifies long-term absences.
During flu season, the absenteeism rate will be higher than during school holidays. This means that it’s more representative to monitor the average absenteeism rate over a longer period (for example, a year). Useful fact: the average absenteeism rate in Belgium is 8%. In other words, on average, 8% of employees’ working time is lost due to illness.
The absenteeism frequency tells you how often your employees report sick on average. The calculation is simple: divide the number of new absence reports in a given period by the total number of employees. The absenteeism frequency primarily identifies short-term absenteeism and the point at which employees report sick (the ‘absenteeism threshold’).
A third useful parameter is the percentage of employees who report sick. To find this, divide the number of employees who were absent at least once in a given period by the total number of employees. This figure tells you something about the absenteeism culture in your company: how many employees take time off work now and then, whether for a short or long period? You can also monitor the percentage of those who have not taken any time off work at all during a given period, by dividing this number by the total number of employees.
Three more important points to consider:
Analyse the absenteeism rate, the absenteeism frequency, and the percentage of those who do (and who never) take sick leave together to obtain a complete picture. There’s no point simply calculating the absenteeism rate and then taking action to reduce short-term absenteeism, as this data is only really of any value once the correlations have been identified.
Constant attention should be paid to employees on long-term sick leave – in other words, who are absent for more than a year. They have a significant impact on both your absenteeism figures and your organisation. You should make a point of including them in your analyses and monitor them actively.
The government is strongly committed to reducing long-term absenteeism. With a timely and targeted approach to reintegration, you can help ensure that employees make a lasting return to work.
Don’t compare your figures with other companies, but with your own data from the previous year or the figures at organisational level, for example. You can then measure trends within your organisation.
Discover the answer to the question ‘How often should I monitor my absenteeism figures?’ here.
Should we share our absenteeism figures with our employees?
Yes. Good communication helps reduce absenteeism. Share the absenteeism figures, put into context, every year. You should also report more frequently on actions taken to address absenteeism and their results. State your objectives or KPIs if you want: this will make it clear to every employee what you’re working towards.
How often should I monitor my absenteeism figures?
It’s best to share the three key parameters – the absenteeism rate, the absenteeism frequency and the percentage of those who do (and who never) take sick leave – with the management every month.
On a quarterly and annual basis, you should take a deeper dive into the figures in order to report in more detail on trends in a specific region, age group or department, and so on.
By working on an annual basis, you can also eliminate seasonal effects and gain a better and more accurate view of trends. How many employees collectively account for half of the sick leave days? Is there a significantly higher rate of absenteeism during an unexpected period? For example, do you have employees with children who are mainly absent during the school holidays? Such insights, trivial though they may seem, will help you anticipate absenteeism.
What absenteeism figures should I monitor?
The three main parameters to monitor are the absenteeism rate, the absenteeism frequency and the percentage of those who do (and who never) take sick leave.
The absenteeism rate is the percentage of your employees who are off work during a given period. It primarily identifies long-term absences.
During flu season, the absenteeism rate will be higher than during school holidays. This means that it’s more representative to monitor the average absenteeism rate over a longer period (for example, a year). Useful fact: the average absenteeism rate in Belgium is 8%. In other words, on average, 8% of employees’ working time is lost due to illness.
The absenteeism frequency tells you how often your employees report sick on average. The calculation is simple: divide the number of new absence reports in a given period by the total number of employees. The absenteeism frequency primarily identifies short-term absenteeism and the point at which employees report sick (the ‘absenteeism threshold’).
A third useful parameter is the percentage of employees who report sick. To find this, divide the number of employees who were absent at least once in a given period by the total number of employees. This figure tells you something about the absenteeism culture in your company: how many employees take time off work now and then, whether for a short or long period? You can also monitor the percentage of those who have not taken any time off work at all during a given period, by dividing this number by the total number of employees.
Three more important points to consider:
Analyse the absenteeism rate, the absenteeism frequency, and the percentage of those who do (and who never) take sick leave together to obtain a complete picture. There’s no point simply calculating the absenteeism rate and then taking action to reduce short-term absenteeism, as this data is only really of any value once the correlations have been identified.
Constant attention should be paid to employees on long-term sick leave – in other words, who are absent for more than a year. They have a significant impact on both your absenteeism figures and your organisation. You should make a point of including them in your analyses and monitor them actively.
The government is strongly committed to reducing long-term absenteeism. With a timely and targeted approach to reintegration, you can help ensure that employees make a lasting return to work.
Don’t compare your figures with other companies, but with your own data from the previous year or the figures at organisational level, for example. You can then measure trends within your organisation.
Discover the answer to the question ‘How often should I monitor my absenteeism figures?’ here.
Should we share our absenteeism figures with our employees?
Yes. Good communication helps reduce absenteeism. Share the absenteeism figures, put into context, every year. You should also report more frequently on actions taken to address absenteeism and their results. State your objectives or KPIs if you want: this will make it clear to every employee what you’re working towards.
Mensura helps you
Mensura offers a variety of products and services to boost well-being and health and safety in your organisation. From the legally required to the incredibly useful.