The rate of absenteeism from work has jumped by 75% in 12 years: this is what the 2023 barometer from the consulting firm Ayming and the social protection specialist AG2R La Mondiale reveals. This marked increase is a sign of a general malaise on the part of many employees. This should be of great concern to organizations: all sectors are affected. Here we will reveal to you in more detail the figures of absenteeism at work, give you the main causes and above all, give you advice to fight against this phenomenon.
Absenteeism at work: the numbers to remember
The French were absent for an average of 24.5 days in 2022. This figure was 14 in 2011: the increase is therefore spectacular.
If we look more closely at the distribution of these absences, we realize that 44% of employees were absent at least one day in 2022. In 2019, this figure was 30%. The increase is mainly due to the increase in short-term sick leave, and not to the increase in the length of long absences. More and more employees are therefore being arrested every year.
All sectors are affected by this increase, but we can still see that the service sector is experiencing higher than average absenteeism rates (7.62%). Health (7.35%) and transport (6.46%) complete the podium. Another interesting piece of information: younger employees have experienced a greater increase than other age categories. The absenteeism rate increased by 50% among those under 30 between 2019 and 2022.
Finally, large companies are the most affected by absenteeism among their workforce: the rate is 5% on average for structures that employ more than 750 employees, compared to 3.1% in SMEs with less than 20 employees. However, the increase in absenteeism is greater in smaller organizations: the increase is 57.8%, compared to 37% for large groups.
The data from these various studies are very alarming. It is essential for businesses to question the reasons for these absences and for them to put in place effective solutions to combat this phenomenon.
The main causes of absenteeism at work
While it is logical to think that the increase in corporate absenteeism in recent years is correlated to the COVID-19 epidemic, this is in fact not the case. A joint study by IFOP and the Diot-Siaci group showed that the phenomenon was not attributable to the pandemic.
Health justifies 84% of shutdowns in 2022, compared to 77% in 2021. Among the most mentioned factors, we find too intense stress, too much work or a lack of recognition. A third of respondents also mention psychological pressure from their manager or a deleterious atmosphere within work teams.
Thus, psychological factors are most often the cause of the incapacity of employees to go to the workplace. Health at work would therefore not be sufficiently maintained. The consequences are mainly psychological and musculoskeletal disorders.
How to fight against absenteeism at work?
The fight against absenteeism will undoubtedly represent one of the major challenges for companies in the coming years. Fewer employees being absent could become a performance factor for organizations. Here are some tips for reducing downtime.
Creating a healthy and motivating work environment
The work environment is certainly one of the most important factors in reducing absenteeism.
To be healthy and motivating, promote a corporate culture that promotes well-being, recognition, and work-life balance. It is also important to provide your employees with all the equipment necessary for the successful completion of their tasks.
Certain management styles can also promote personal development and the development of employees: this is the case of Bottom-up for example. Be careful not to put too much pressure on your teams' shoulders to avoid increasing their stress levels.
Finally, offer career opportunities to people who need to expand their skills.
Implement a risk prevention policy
Few companies invest in the prevention of risks related to the health of their employees. However, it is an effective way to fight against absenteeism.
The first preventive tool is training. In particular, it is important that all managers be aware of psychological risks and that they are in a position to quickly detect symptoms.
It is also essential to support employees in their health needs. For example, some flexibility can be granted in terms of working hours for those who need to go to a medical appointment. Teleworking can also be granted in certain situations, if it can have beneficial effects for an employee.
Engaging in dialogue with your employees
Finally, the most effective solution to fight against absenteeism at work is simply to open a dialogue with your employees. This makes it possible to better understand their needs, expectations and concerns.
Exchanges can be more or less formal, spontaneous, or planned. The important thing is to allow everyone to express themselves, in conditions that are favorable to them. So everyone can feel heard and supported. This makes it possible to identify the points of tension as soon as they appear. So it's easier to find solutions than when you let problems set in for years before you take care of them.
The strong growth in the rate of absenteeism at work must be a major concern for businesses. The figures from the latest studies on the subject are alarming: employees are said to be absent 24.5 days a year on average. This marked increase highlights a general malaise among company employees. To combat this growing phenomenon, it is important for organizations to focus on creating a healthy environment, accompanied by a risk prevention policy and open dialogue with all employees. By promoting well-being, recognition, and work-life balance, organizations can hope to reduce absenteeism and promote a positive work culture. Taking proactive steps is essential to ensure the health and well-being of employees, thus promoting sustainable productivity and improved job satisfaction.
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