What Is Absenteeism and Presenteeism at Work? Understanding the Mental Health Connection

When we talk about workplace wellbeing, two terms come up time and again: absenteeism and presenteeism. While often used interchangeably, they describe two very different – but equally costly – challenges for both employers and employees, particularly when it comes to mental health.

Absenteeism: When Employees Aren’t There

Absenteeism refers to employees being physically absent from work, often due to illness, stress, or personal circumstances. In the context of mental health, this might mean taking time off for anxiety, burnout, or depression. While necessary for recovery, frequent or extended absence can place extra pressure on teams and increase organisational costs.

For example, research from the UK Health and Safety Executive (HSE) shows that stress, depression, and anxiety remain the leading causes of work-related absence, accounting for over 50% of all working days lost due to ill health.

Presenteeism: When Employees Are There, But Struggling

Presenteeism is less visible but can be even more damaging. It happens when employees are physically present at work but unable to perform at their best because of poor mental health, stress, or exhaustion. Instead of taking a day off, they push through – often leading to lower productivity, mistakes, and longer-term health impacts.

Studies suggest that presenteeism costs organisations more than absenteeism because employees who are unwell but still working can remain underproductive for long periods of time. This silent drain on resources is harder to track, but its impact is profound.

The Mental Health Connection

Both absenteeism and presenteeism are strongly linked to mental health. Employees struggling with anxiety, depression, or burnout may take frequent sick days – or they may come in and “mask” their struggles, leading to presenteeism.

Neither scenario is sustainable. Both highlight the need for proactive mental health support in the workplace. Creating a culture where people feel safe to speak up, seek help, and take the time they need without stigma is crucial.

What Employers Can Do

Forward-thinking organisations are taking steps to reduce both absenteeism and presenteeism by:

• Providing mental health training for managers and staff.

• Offering access to support services such as Employee Assistance Programmes (EAPs) or mental health first aid.

• Encouraging healthy boundaries, including taking breaks, switching off after hours, and using annual leave.

• Normalising open conversations about wellbeing at work.

Final Thought

Absenteeism and presenteeism are two sides of the same coin – both signal that something isn’t right with workplace wellbeing. By recognising the role of mental health in these challenges, employers can create healthier, more resilient teams where people can thrive, not just survive.