Presenteeism in the Workplace

Presenteeism is a growing concern for businesses in the UK. It’s when an employee is physically present but not entirely focused, cognisant or mentally present in the workplace. Presenteeism in the workplace is not a new phenomenon, but it remains a problem as it’s not always easy to detect. Let’s further explore what presenteeism is, the issues it presents in the workplace and how to alleviate this problem. 

WHAT IS PRESENTEEISM? 

Presenteeism is when an employee takes no time off and is consistently present at work. On the surface, this can sound beneficial but it can present a number of issues. It can be a sign of stress that an employee feels pressured into having to be in the office. 

Regardless of feeling ill, stressed or unwell, an employee can be sacrificing their overall health by being present at work. This can result in a decline of productivity and quality of overall work, as well as a growing feeling of resentment. It can have all sorts of negative consequences for the employee, staff and business as a whole. 

What is the Difference Between Presenteeism and Absenteeism? 

As their names suggest, presenteeism has to do with an employee who is physically present but not well. While absenteeism refers to an employee who isn’t present in the workplace. Both are major concerns and can have a negative impact on a business. Absenteeism is easier to notice, but presenteeism can be just as problematic. Both are issues that need to be addressed, so all parties can work towards a resolution. 

WHAT ARE THE COMMON REASONS FOR PRESENTEEISM? 

The BBC reported on a study by Vitality that found staff were putting aside both mental and physical health problems to attend work and more than 40% of all employees said their work was being affected by health problems.

These studies show that not only is presenteeism on the rise in the UK but that it has a detrimental impact on the well-being of workers and on productivity, with staff not well enough to perform to their optimum, longer recovery times from illnesses, the increased risk of passing on illnesses to co-workers, a decline in morale and serious health and safety implications.  Common reasons include: 

• Too much workload and stressed about meeting deadlines
• Worry about job security and negative career impact taking time off 
• Stigma around taking sick days
• Not wanting to put additional pressure on colleagues 
• Financial pressure to work 
• Digital presenteeism and feeling the need to work due to being at home 
  

HOW DOES PRESENTEEISM IMPACT THE WORKPLACE? 

The increase in presenteeism is worrying for both employers and workers. The CIPD/Simplyhealth survey suggests that presenteeism is associated with rises in mental health and long-term stress-related absences. Even when employees are not physically present in the workplace, presenteeism can contribute to longer periods of absence once issues escalate and reach a critical point.

Presenteeism can also lead to a decline in work quality, as employees who are unwell, overstretched or disengaged are less able to maintain focus, apply consistent effort or produce work to the standard expected.

Employee Impact 

Presenteeism can have a detrimental effect on employee performance while also contributing to increased fatigue, low mood and depression. Over time, sustained stress may accumulate and develop into more serious health issues. If left unaddressed, presenteeism can ultimately lead to extended periods of absenteeism.

Business Impact

Presenteeism does not only affect individual employees. It can have a wider impact on team morale, productivity and overall efficiency. When employees are working while unwell, stressed or disengaged, performance levels often drop, errors increase and output quality can suffer. This can place additional pressure on colleagues, leading to frustration, reduced collaboration and lower morale across teams. 

The challenging part is that, since presenteeism can be a difficult problem to spot. It can be a while until managers notice a drop in key productivity areas. Therefore, it’s important to intervene once the signs of presenteeism start to become noticeable. 

HOW CAN BUSINESSES SPOT PRESENTEEISM IN THEIR ORGANISATION? 

Several common signs can suggest that presenteeism may be present within an organisation. While these signs are not always immediately obvious, patterns often emerge over time. Changes in behaviour, performance or engagement can all point to employees continuing to work despite being fatigued.

By paying close attention to attendance habits, productivity levels and employee wellbeing, businesses can identify early warning signs. This can be useful to prevent presenteeism from affecting performance, morale and long-term health outcomes.

HOW CAN BUSINESSES PREVENT PRESENTEEISM 

At Clover HR, our expert team has provided a few helpful tips to prevent presenteeism in the workplace: 

• Implementing a health and wellbeing strategy with a preventative approach and promotes the workforce’s well-being.
• Encouraging and incentivising managers to lead by example to show that excessive working hours are not expected or required, by leaving work on time and not sending emails or making calls to staff out of office hours.
• Awareness training can help managers and staff to enable a better understanding of mental wellbeing in the workplace.
• Fostering a culture of openness which encourages staff to talk to managers about issues that may be concerning them, which can help to prevent issues escalating.
• Practical initiatives to promote better mental and physical health such as water stations, a cycle to work scheme and relaxation areas.
• Conducting regular staff surveys that include questions about workload, job role and working hours: they can provide helpful insights into why employees are working excessive hours: this may also highlight particular “groups” of employees where presenteeism is more prevalent.
• Introducing an employee assistance programme through which staff can access advice and information confidentially.
• Implement an effective return to work programme, ensuring that the link between effective absence management and presenteeism is carefully monitored.

The Impact of Workplace Culture on Presenteeism 

The culture of a workplace can be one of the biggest reasons presenteeism becomes an issue. Managers who don’t accommodate their team, send text messages about work related issues after work hours and don’t prioritise mental health can create a culture where presenteeism is commonplace. 

A workplace should always prioritise mental health, communication and provide reasonable accommodations to avoid issues such as presenteeism and absenteeism. Prioritising mental health should be considered an investment in the longevity of your team and business.  

EFFECTIVELY TRACKING PRESENTEEISM  

Tracking presenteeism can be challenging, as it is less visible than absenteeism. However, businesses can monitor key indicators such as sustained drops in productivity, increased errors, disengagement and patterns of working long hours without corresponding output.

HOW CLOVER CAN HELP YOUR BUSINESS

Clover HR supports businesses in identifying, managing and reducing presenteeism through tailored HR advice and wellbeing-focused strategies. By helping organisations build healthier workplace cultures, improve people management practices and address issues early. Reach out to our helpful team by giving us a call on 0330 175 6601, emailing us at info@cloverhr.co.uk or filling out our contact form.