A proactive absenteeism policy: the importance and benefits for your business

Mensura and Indiville conducted a survey among 1,355 employees and 511 employers in Belgium (May 2024), which showed that the basic procedures for reporting sick leave are generally well-established. For instance, 96% of employees know who to report to in case of illness. And 80% state that the procedures regarding absence are clearly communicated internally.

“It’s good that companies are already somewhat engaged in tackling absence,” says Bart Teuwen, absenteeism expert at Mensura. “But there is still room for improvement to make this approach even more proactive. Clear procedures are important, but you need a broader structural framework to effectively address absenteeism.”

Companies with an absenteeism policy often focus on clear procedures (54%). A minority also pays attention to different roles and responsibilities (35%), a vision on absenteeism (31%) and the (mandatory) collective reintegration policy (24%). But there are still clear opportunities to strengthen the policy and achieve (more) sustainable results.

Monitoring absenteeism data remains a point of attention. Currently, 23% of companies do this meticulously. Slightly more than half (52%) say they register the sick leave and the medical certificate according to the procedure in the work regulations, but no further action is taken. Only 38% of companies ‘always take targeted action’ when absenteeism figures are high, meaning absence often remains primarily an administrative matter.

“A successful absenteeism policy cannot really do without a good numerical foundation,” Bart notes. “And regular communication about absence and reintegration makes a world of difference. Twenty-one per cent of companies have a vision on absenteeism, but it is not translated into actions or known to employees. Have you, for example, considered absenteeism software, which automatically turns every sick leave report into action points, including notifications for all involved?”

Companies with a more reactive absenteeism policy start from a good point: clear procedures. But they’re still not seizing all opportunities to address the underlying causes of absenteeism, and detecting problems such as stress and overload early. No less than 47% of the surveyed companies admitted they cannot assess the psychosocial risks of employees. And this is an important point of attention – because it is a significant source of absenteeism – that a proactive policy could solve.

“A proactive absenteeism policy offers enormous benefits,” Bart explains. “It provides employees with sufficient support during their recovery and reintegration, significantly reducing the chance of relapse. Clear communication plays a key role: employees must not only know how to report in sick, but also what steps follow. A well-integrated policy, including your collective reintegration policy, also helps to make your organisation legally and practically stronger.”

Slightly more than half of the companies (55%) work with their prevention service to tackle absenteeism. And that’s already a good start, because with a partner like Mensura, you’re bringing all the expertise and experience you need in-house to evolve towards a sustainable positive absenteeism policy.

Together, we analyse your current situation, identify areas for improvement and formulate concrete, accessible action points – to help you move towards sustainable employability and a healthy work environment with maximum attention to employee well-being.