When you think about problems that hold a workplace back, the first things that come to mind might be budgets, competitors, or outdated technology. But often, the biggest productivity killers are much closer to home: absenteeism and presenteeism in the workplace.
Absenteeism (when employees don’t show up for work) is obvious—you see the empty chair. Presenteeism (when employees show up but aren’t really productive) is trickier. People are there physically, but mentally they’re running on fumes. Both can quietly eat away at performance, profits, and morale.
And here’s the kicker: sometimes companies ignore or gloss over the real issues—what’s called workplace glossing—and that only makes the problem worse.
Here’s What We’ll Cover:
- What is absenteeism and presenteeism?
- Which is correct regarding absenteeism and presenteeism?
- The biggest causes of employee absenteeism
- Nicholson’s theory of absenteeism
- Difference between absenteeism and presenteeism
- Workplace statistics (UK, Australia & U.S.)
- Everyday examples you’ll recognise
- Consequences of presenteeism
- FAQs
What is Absenteeism and Presenteeism?
Absenteeism is simple: someone misses work. Maybe they’re sick, maybe there’s a family emergency, or maybe they’re feeling disengaged.
Presenteeism is more subtle: employees still clock in, but their productivity is low. They might be exhausted, struggling with personal issues, or unwell.
💡 Quick reminder:
- Absenteeism = not at work 🚫
- Presenteeism = at work, but not “really working” ⚠️
📌 Word Origins: Absenteeism vs. Presenteeism
- Absenteeism comes from the Latin absentia = “being away” + -ism (a condition or practice). Literally, “the condition of being absent.”
- Presenteeism comes from Latin praesēns = “being present” + -ism. Literally, “the condition of being present.”
- Modern usage gave presenteeism its current twist—“being present at work but not fully productive.”
Which is Better? Absenteeism and Presenteeism?
Neither one is “better” or “worse.” Both are costly in different ways. Absenteeism is visible and measurable—you can count the missed days. Presenteeism is hidden and harder to track, but it can drain performance for weeks or months.
What is the Biggest Cause of Employee Absenteeism?
The most common reasons include:
- 🤒 Illness or injury
- 😓 Stress and burnout
- 🏠 Family responsibilities
- 💔 Mental health challenges
And when workplaces don’t address deeper needs, absenteeism rises. This connects to Maslow’s Hierarchy of Needs in the Workplace—if employees don’t feel secure, valued, or supported at work, they’re far more likely to disengage or take time off.
Nicholson’s Theory of Absenteeism
Psychologist Michael Nicholson’s theory (1977) views absenteeism as more than just illness. Sometimes, it’s an act of withdrawal—a way to escape a stressful or unsatisfying environment.
Think about it: when someone constantly feels belittled in the workplace or is treated like a subordinate, absences might not be about a cold or flu. They may simply be looking for breathing space.
This idea ties in with Tony Robbins’ 6 Human Needs Test, which explores what drives human behaviour. If needs like certainty, growth, or significance aren’t being met, absenteeism becomes a coping mechanism.
Difference Between Absenteeism and Presenteeism in the Workplace
Here’s a quick side-by-side comparison:
| Aspect | Absenteeism 🛑 | Presenteeism ⚠️ |
|---|---|---|
| Definition | Not showing up for work | Showing up but underperforming |
| Visibility | Easy to track | Hard to measure |
| Common Causes | Illness, stress, disengagement | Sickness, fatigue, stress, distractions |
| Impact | Overtime for others, missed deadlines | Reduced quality, hidden productivity loss |
| Example | Calling in sick multiple times a month | Coming to work sick and spreading germs |
Absenteeism and Presenteeism in the Workplace Global Statistics
📊 Three powerful stats highlight the scale:
🇬🇧 UK: Workers lost 185.6 million days in 2022, with a 2.6% sickness absence rate. The report by the Institute for Public Policy Research (IPPR). states the total cost of work-related sickness rose by £30 billion between 2018 and 2023, reaching £103 billion in 2023. Of that increase:
👉 £5 billion is due to employees taking more sick days (absenteeism)
👉 £25 billion stems from lower productivity caused by employees working while unwell (presenteeism)
🇦🇺 Australia: Depression alone costs employers AUD 6.3 billion per year, covering both absenteeism and presenteeism. (Source: Safe Work Australia)
🇺🇸 U.S.: According to the Harvard Business Review, presenteeism drains the economy by $150 billion annually.
⚠️ These numbers prove it’s not just about “sick days”—mental health and workplace culture are global factors.
Absenteeism and Presenteeism in the Workplace Examples
- Absenteeism example: A warehouse worker takes three weeks off after a back injury. Colleagues take on extra shifts, leading to exhaustion.
- Presenteeism example: A customer service rep turns up with the flu. They struggle through calls, spread germs, and make mistakes.
Sometimes, the root cause isn’t illness—it could be malicious gossip in the workplace, constant mockery and insults at work, or even covert bullying. When trust is broken, motivation crumbles.
What is Presenteeism in the Workplace?
Presenteeism isn’t about laziness—it’s about pressure. Employees may feel they can’t stay home, even when unwell.
Reasons include:
- Fear of job loss
- Workplace cultures that reward “face time” over real productivity
- Lack of sick leave benefits
- Guilt about letting the team down
In some cases, presenteeism shows up as task masking—when employees keep themselves visibly busy with low-value tasks to hide stress, disengagement, or even burnout.
Presenteeism Examples
- An exhausted accountant making spreadsheet errors.
- A teacher showing up sick, spreading illness to students.
- An employee with depression sitting at their desk but mentally checked out.
These situations often go unnoticed, but they create ripple effects—errors, frustration, and burnout.
Consequences of Presenteeism
Presenteeism looks like dedication, but the hidden costs are massive.
📊 Research shows it drains productivity more than absenteeism: the Harvard Business Review estimates presenteeism costs the U.S. economy $150 billion annually. That’s billions lost not because people stayed home, but because they came to work while unwell or disengaged.
- ❌ Productivity loss
- ❌ Spread of illness
- ❌ Mistakes and safety risks
- ❌ Declining morale
What makes the difference is leadership. Managers with high emotional intelligence spot the signs early. Teams with strong diversity and inclusion policies create safer spaces for people to take leave when needed.
FAQs
Q1: Which is worse—absenteeism or presenteeism?
Both hurt businesses. Absenteeism is visible, but presenteeism is often more damaging because it lingers unnoticed.
Q2: How can companies reduce absenteeism?
Address root causes: reduce stress, prevent bullying in the workplace, and encourage microaffirmations (small, positive acts that build trust).
Q3: What about presenteeism?
Encourage rest, flexible policies, and call out unhealthy patterns like toxic positivity in the workplace, where struggles are ignored.
Q4: What role does leadership play?
Leaders who balance accountability with support can stop presenteeism before it spirals.
Q5: Is absenteeism always negative?
No. Sometimes taking leave prevents worse outcomes. For example, staying home with the flu avoids wider disruption.
Final Thoughts
Absenteeism and presenteeism in the workplace are two sides of the same coin. Both cost businesses dearly—not just in lost hours but in engagement, morale, and trust.
The challenge for leaders is to confront the real problems: Ignoring them only makes the problem worse.
