Workplace Absenteeism. The invisible cause, how to prevent and reduce it?

Workplace absenteeism has been rising since Covid. Currently, around 1.5 million people in Spain do not go to work every day. “Localized pain (lower back, upper back, neck, etc.) and mental health problems are the two main causes of sick leave in Spain.” (Source) Companies need to take action, as prolonged medical leaves affect everyone involved: the person who is ill, the company’s performance, and those who have to cover for the absent employee. However, it is often unclear where to start, and the causes can be diverse: emotional fatigue, lack of motivation, sustained stress… which may originate in the workplace or stem from personal or family concerns that manifest in daily work life.

When absenteeism begins silently
Some companies and leaders still think absenteeism is only due to occasional illnesses or a lack of commitment. Today, we know this is not the case. Modern work – fast-paced, demanding, often hybrid or remote, and overloaded with too many tasks and too few resources – has brought new forms of burnout. Stress can accumulate for multiple reasons, and we live in a society that pushes us to do more, produce more, achieve more… “it’s never enough.” Sometimes, the leadership style itself – lack of recognition, pressure to complete tasks at the last minute or outside working hours – can push employees to their limits. Absenteeism is often the visible sign of invisible distress. The major problem is that it takes too long to identify.

The hidden root and how to identify it
For this reason, the European Commission has mandated that companies assess psychosocial risks, meaning “those health risk factors that originate from the organization of work and can generate emotional responses such as anxiety, depression, stress, inability to make decisions, substance dependence, or patterns of violence etc.” (Source)

Some examples include:

• Excessive or insufficient workload.
• Lack of support from colleagues or leaders.
• Unresolved conflicts.
• Absence of recognition.

These risks are not always easy to detect, but they can directly impact absenteeism. That is why, at Little healthy habits, we collaborate with and recommend Healthy Minds Analytics, which revolutionizes Psychosocial Risk Assessment and Mental Health at work. Their technology not only facilitates the detection and management of risks, but also scientifically and swiftly identifies stress, anxiety, and depression among employees, using predictive AI.

Action based on data
With a complete evaluation of the team, designing an effective wellbeing plan becomes much easier. Often, we find that the team does not lack commitment; rather, they feel overburdened, uninformed, lack flexibility, or do not have real breaks during (and often after) the workday.This allows concrete measures to be implemented to address these issues at their root and cultivate a healthier work environment.

Reducing absenteeism through wellbeing and healthy habits
At Little healthy habits, we believe that major changes start with small steps and simple gestures, repeated regularly to ensure integration. It’s not just about offering fruit or yoga classes (although they help); it’s about cultivating habits that reduce stress and enhance team energy day by day – habits that can also be applied outside the office to improve long-term wellbeing. Some practices we recommend and facilitate in our programs:

1. Cultivate healthy breaks

The brain is not designed to work non-stop. Short breaks, conscious breathing, some stretching, or a brief walk reduce mental fatigue and increase clarity. Including pause moments (in our “Healthy Break” program, we meet 20 minutes online each week to reset and recharge) is not a waste of time  – it’s an investment in mind and body care and sustainable performance.

2. Foster connection and communication

As humans, we need to feel a sense of belonging, which protects us against many health issues. Creating moments of connection—preferably in person, or virtually if needed—and maintaining open, human communication reduces tension and improves health. When someone feels truly heard, they open up more, allowing support tailored to their needs.

3. Drive healthy leadership

Leaders have a profound impact on the emotional well-being of their teams. Developing communication, active listening, empathy, and emotional management skills, as well as recognizing signs of overload, can prevent absenteeism. It is also essential to provide leaders with personal development training or coaching so they can establish self-care routines.

Having been a leader for several years, I have seen that, in difficult moments – when someone faces personal challenges or struggles to meet objectives – a healthy leadership style motivates, supports, and encourages the team – and that makes all the difference.

4. Promote real disconnection

One of today’s biggest challenges for health is our constant computer and mobile phone use. Screens tire the brain, reduce rest, and light or interrupted sleep affects concentration and creativity throughout the day. Proper rest is the best antidote to absenteeism; promoting digital disconnection prevents illnesses and workplace absences.

5. Celebrate small wins

Recognizing effort, celebrating progress according to development plans, and saying thank you, strengthens commitment and cultivates a healthy culture. Wellbeing is also built through gratitude, kindness, and mutual appreciation.

Caring for people is caring for the business
Wellbeing is not a luxury; it is a strategy for sustainability and growth. Technologies and information naturally drive labor market changes, but almost everyone knows someone who has said: “I left this company because I couldn’t take it anymore; I was exhausted.” These are the cases that need prevention.
The ROI of investing in team health is enormous: it improves work climate, performance, creativity, results, and talent retention. When wellbeing increases and absenteeism decreases, collective motivation grows, and the workplace feels more meaningful.

Conclusion
In summary, workplace absenteeism is only the tip of the iceberg. Beneath are invisible, unmet needs. Addressing these needs not only reduces absences but also strengthens the culture and the people who sustain the company. At Little healthy habits, we believe true change begins when an organization stops asking, “Why are people absent?” and starts asking, “How can we help them feel better at work?” That is where real transformation begins.

Do you think it’s time to transform the wellbeing in your company?
Look into our programs https://littlehealthyhabits.com/programs/ or write directly to julia@littlehealthyhabits.com.
We’ll help you start the change.