1. 'Absenteeism is not an issue in my organisation'
Bart Teuwen: “Belgian absenteeism rates are steadily increasing year in, year out. The average absenteeism rate in Belgium is currently 7%. This is the proportion of your employees who are absent during a given period due to absenteeism. Meanwhile, more than 500,000 Belgians are currently at home due to long-term incapacity for work.”
“But that overall percentage is not necessarily relevant to your organisation. It is much more interesting to look at the figures for your company size and sector and then compare them with yours. There’s a real chance that your absenteeism rate also increased in recent years.”
2. 'An absenteeism policy is only relevant in companies with a lot of physical work'
Bart: “Absenteeism occurs not just because of physical problems. In fact, mental issues are on the increase more than physical ones. These are increasingly the reason for absence, especially among white-collar workers and public employees. When you examine the numbers for local authorities, you can be sure that the highest absenteeism rate is not always found in field services or other workplaces with a lot of physical work.”
“A Mensura survey of 320,000 workers also shows that physical complaints did not only increase in physical sectors such as construction. The strongest increase since 2019 is seen in education (+64%), the public sector (+49%), and services industry (+40%).”
“The absenteeism policy of organisations or departments with mainly physical work is best served with a different emphasis than in office environments. For instance, for blue-collar workers, a strong focus on safety is a must, whereas for civil servants and white-collar workers, it is resilience that is a concern more than ever before.”
'An absenteeism policy is a matter of efficiency. Organisations have often already set up numerous individual initiatives, but lack an overarching policy.'
3. 'You must invest heavily in an absenteeism policy'
Bart: “A sound absenteeism policy is a matter of efficiency. Organisations have often already set up various individual initiatives, but lack an overarching policy. Every company – even the smallest SME – has an HR strategy or an overall business strategy. Integrating absenteeism into this does not require a major additional investment. In turn, absenteeism figures can be easily accessed from your social secretary.”
“Further steps may require somewhat more effort. Teaching managers how to conduct absenteeism interviews and HR staff how to analyse absenteeism rates using absenteeism software… All of that costs time and money. Indeed, when you calculate the return on investment, the investment is more than worth it.”
4. 'The more absenteeism, the more impact'
Bart: “Small successes often work better than significant initiatives. So start with a pilot project in one department or team to get some staff on board. If they see that this specific, small action is already paying off, you can spark enthusiasm and create a positive vibe relatively quickly. You can then scale up.”
“Wanting too much right away is not a good idea. Anyway, in most organisations, an absenteeism policy isn’t a one-size-fits-all solution. What works for one department may not necessarily have the same effect with a different team. Closely follow up on the results and reactions and adjust as needed. So an absence policy is never 100% finished: all those responsible must continue to follow it up to guarantee results and ultimately reduce your absenteeism costs.”
'Small successes often work better than significant initiatives. A specific action bearing fruit fuels enthusiasm and can create a positive impression.'
5. “Doctor’s notes are the basis of my absenteeism policy”
Bart: “A sick note provides clarity, but turns absenteeism – wrongly – into a fully medical story. This sets up a binary situation… you are sick and cannot work or you are not sick and can work. In practice, employees’ circumstances are often much more nuanced.”
“Many companies fear that absenteeism will explode if the sick note is abolished altogether. But an absenteeism policy without written proof of an illness opens the door to more contact between employer and employee. And that warm-business dialogue is the starting point for a robust, positive absenteeism policy.”
