Presenteeism at Work

Presenteeism is nothing new, and something you may or may not have noticed as a business owner. In short, it’s the act of an employee being physically but not mentally present, though we’ll dive into much further detail later on.

At some point, all employees will encounter a mental or physical illness. And depending on the severity of it, they may need time off to fully recover. However, if employees feel they must be in work due to workplace pressures, looming deadlines or other unspecified circumstances, a lack of regard for their wellbeing can introduce presenteeism and impact the success of your business.

While it’s very common for some employees to come to work despite being unwell, the old sign of a “dedicated employee” may be doing your business more harm than good. UK presenteeism is a serious issue with a rising cost to businesses, the Institute for Public Policy Research (IPPR) estimates this to have been around £103 billion in 2023, up from £73 billion in 2018.

In this article, we’ll dive a little deeper into what presenteeism is, how this impacts your business from a cost and management perspective, as well as ways to mitigate presenteeism overall for a thriving business.

What is presenteeism at work?

Presenteeism is when an employee is constantly present at work despite being unwell. While they may be physically present, an illness – whether physical, mental or both – can impact their ability to work at their usual capability. Presenteeism is the exact opposite of absenteeism at work (when your staff don’t come into work); and sometimes, the employee doesn’t have a good reason for their absence. Both absenteeism and presenteeism have serious long-term consequences for overall business.

Illnesses are unpreventable; and taking time off work is completely normal to get adequate recovery. Yet some employees feel the need to continue working despite their sickness. If you’re a business owner, you could be a huge part of this issue if you and/or your senior leadership team does not prioritise employee wellbeing.

Some of the most common examples of presenteeism include:

• Attending work despite being sick

• Working overtime regularly

• Coming into work on the weekend or during holidays

• Working outside of work hours

• Answering calls and emails (staying ‘contactable’ or ‘logged-in’)

Why do employees practice presenteeism?

There are various reasons why an employee will feel the need to work beyond their contractual hours, or come into work when they are not feeling well. Presenteeism occurs when employees face:

• Unreasonable workloads and deadlines

• Poor company culture

• A lack of paid sick leave

• Uncertainty for job security

• Pressure for business loyalty

• Pressure from managers and/or business owners to ‘perform’

• Pressure from understaffing issues

• Harassment from taking leave

What are the consequences of presenteeism?

There are many consequences for having a presenteeism culture at work.

While it’s crucial to have cover the various functions of your business, you simply cannot expect an employee with poor health to function at their best. This goes for both mental and physical illness.

In the case of physical illnesses – such as the cold or flu - it’s found to decrease productivity and efficiency, as sick employees cannot work to the best of their ability. It also creates a domino-effect on other staff members. (If an illness spreads between more workers, productivity may decrease further).

And when it comes to health and safety, the risks grow further. Presenteeism (if an employee has an injury or health issue that impacts their physical ability to work) may also lead to insufficient use of dangerous or heavy machinery, which can result in serious health & safety risks.

Presenteeism and mental health

It’s important for businesses to consider the link between presenteeism and mental health.

According to the Burnout Report 2025 - a survey of 4,418 UK adults conducted by YouGov - one in five (21%) admitted their productivity or performance was impacted by high levels of pressure or stress, but that they didn’t adjust their hours or take time off work. Prolonged levels of stress has been highly linked to burnout, anxiety and even depression.

Businesses must recognise the importance of working in good health–and maintain this during work hours. If not, the causes of presenteeism can lead to depression, anxiety, stress, burnout and other mental health conditions. It can also worsen existing mental health conditions an employee may have – particularly if the workplace culture has a lack of morale and a lack of psychological safety.

The business impact – why curbing presenteeism matters

As well as saving money in the short and long-term, managing presenteeism can eliminate the following problems that could arise in a business:

• Absenteeism

• Poor morale

• Poor productivity and engagement

But these things can only be mitigated if you instil a culture of health and wellbeing. Everyone reacts differently to physical and mental health – and by recognising this, you can encourage your workforce to put their health first so they can come into work performing at their best.

If employees take time off when they need it, it saves businesses big costs in the long run. This change might not mean much in one single employee. But across the entire workforce, it makes a big difference.

How to manage presenteeism as a business

Managing presenteeism in your business is quite a daunting prospect, but not an impossible one. After all, it will involve some trial and error to really get to the root of some issues, and in some cases, involve an overhaul in your company culture and values.

Here are ways to manage presenteeism in the workplace:

1. Create a presenteeism policy

If you recognise presenteeism as a problem within your organisation, create a presenteeism policy.

This policy should outline what constitutes for presenteeism, what the rules are, and more importantly, the consequences.

It should also outline your rules on sick leave, pay, and support. This will encourage employees to take efficient leave without having to worry about finances or allegiance. If the nature of your business allows it, it may be beneficial for employees to adopt a flexible working arrangement, provided they’re in the business during core hours and meet deadlines.

2. Manage absences appropriately

It might seem like an unrelatable step. But sometimes, presenteeism happens because attendance isn’t regulated. This is especially true if you are a newly established and/or smaller business. A text here and there can be missed, and if repeated absences happen and they aren’t kept track of, other staff members may follow suit.

That’s why it’s so important to manage it–especially absences–properly. By doing so, you can see who is taking sick leave when they shouldn’t be, or neglecting their annual holiday rights.

Your absence procedures should include:

Reporting and recording absences

Providing evidence for illnesses

Aiding with return to work (along with interviews and reasonable adjustments)

Providing information on sick leave and pay

Allowing leave for medical appointments

3. Lead by example

As an employer, you need to practice what you preach. If you don’t want your staff to come to work while they're ill, then you shouldn’t either. Avoid creating a workplace culture which accepts presenteeism.

Encourage employees to give themselves appropriate time to recover properly. If they face any issues or concerns, they can get in touch. However, once they’ve taken sick leave, ensure they take time to recover. If you witness an employee appearing unwell as they come into work, give them the option to take the day off and let them know this is an option should they need to.

4. Outline disciplinary action

In some cases, being physically and mentally present is crucial during work. This is especially important in high-risk sectors like, public services or medical fields.

If an employee continues to work overtime or unsafely within these sectors, the risks fall on themselves and the public. Outline disciplinary action for anyone who disregards presenteeism regulations.

This way, all employees will be fully aware and respect the rules on the practice. This in turn will lead to a healthy workplace culture.

5. Find out what the problems really are

No one likes criticism – even the most thick-skinned folk. But sometimes we can’t see how we may be contributing to a presenteeism culture. Expecting commitment after hours, unrealistic deadlines, blame culture – all these things and more can break down the psychological safety of your workforce.

Send an anonymous survey, or better yet, ask staff one-on-one to outline the issues they feel are prevalent in the workplace. Stress that this is in aid to improve company culture and help people feel supported. You may be surprised to hear some feedback that doesn’t sit right, but with this information, you can help mitigate key issues and get the best out of your staff.

How can an Employee Assistance Programme help with presenteeism?

An Employee Assistance Programme (EAP) can empower your staff to take wellbeing into their own hands. This is especially true if an employee isn’t their usual self at work and needs additional support. While it’s your legal duty to ensure staff’s wellbeing is looked after, supplying additional support can take a huge weight off your plate.

HA | Wisdom Wellbeing provides in-the-moment, confidential support for individuals needing mental health advice and/or counselling for a variety of concerns. Our counsellors can help your staff build healthier coping skills to deal with issues that may be contributing to their presenteeism and/or absence. Besides this, our Wisdom app can help employees keep their health and wellbeing in check – complete with a mood and physical health tracker, as well as a variety of resources to help them keep on top of their wellbeing.

Conclusion

Presenteeism can be a silent cost to your business that racks up overtime if it isn’t dealt with. Your employees won’t perform at their best, which impacts output as well as your brand’s reputation. Something as simple as a support system in place for your people can help them feel seen, as well as give them somewhere to turn to for confidential advice. Recognise that you may inadvertently be contributing to this – so be sure to work with your HR representative(s) to build cohesive policies and healthy working relationships with your people for a better company culture.