In today’s fast-paced working world, showing up is often seen as a sign of dedication. But when employees turn up unwell, tired, or mentally distracted, the effects can be quietly damaging for them, their teams, and the organisation. This common issue, known as presenteeism, is less visible than absence but often far more costly in the long run.
Presenteeism happens when employees are physically at work but not fully functioning due to illness, injury, stress, or burnout. Unlike absenteeism, it’s harder to detect and measure, yet it can have just as significant an impact on productivity and wellbeing.
A 2024 study by the IPPR reports that employees now lose the equivalent of 44 days of productivity on average from working through sickness, up from 35 days in 2018. Employees may come to work while ill because they don’t want to appear unreliable, fear falling behind, or feel pressure from workload or workplace culture. But by doing so, they may delay their recovery, reduce performance, and risk spreading illness to others.
Presenteeism isn’t just about lost output. It’s also a sign of deeper wellbeing issues within a company. If employees feel unable to take time off when they need to, this suggests a culture where health is not being prioritised. Over time, this can lead to increased absence, higher turnover, and even operational risk, especially in high-pressure or safety-critical environments.
For HR teams and senior leaders, tackling presenteeism involves more than encouraging sick days. It requires an understanding of root causes and access to data that enables proactive, compassionate action.
When employees are supported to take time off at the right moment, they recover more quickly and return more engaged. Tracking early warning signs such as frequent short absences, health-related calls, or noticeable changes in behaviour can help organisations intervene sooner.
Our platform enables employers to see how health is affecting performance across departments, locations, and roles. With this insight, managers can identify trends, wellbeing leads can target interventions more effectively, and senior leaders can make confident, data-led decisions about workplace culture and risk.
Preventing presenteeism starts with culture and communication. Employees need clear messaging that it's okay to rest when unwell, visible support from leadership, and easy access to professional health advice.
Line managers play a key role in this. They are often the first to notice when someone isn’t coping. With the right tools and support, they can help create a healthier, more open workplace.
Reducing absence remains important, but reducing unwell attendance is just as critical. When employees feel empowered to recover properly, they return stronger and more focused. With the right data, insight, and culture in place, employers can create healthier, more productive organisations where everyone benefits.