South African Absenteeism Surpasses Healthcare Availability: A Comprehensive Examination
In the aftermath of the pandemic, many employees are grappling with hidden health issues. Behind every day of absence, there may be a more complex story that needs attention[1]. To address and mitigate mental health-related absenteeism, employers can implement a multi-faceted approach that fosters a supportive environment, invests in wellness programs, communicates clearly, and practices empathetic management[2][3][4].
1. Invest in Employee Mental Health and Wellness Programs
Offering resources like Employee Assistance Programs (EAPs), stress management workshops, mindfulness sessions, and mental health counseling is crucial. By promoting a culture that values self-care, employers can help reduce absences linked to mental health issues[1][3].
2. Implement Flexible Work Arrangements
Flexible hours, remote or hybrid work options, and accommodations for therapy or medical appointments allow employees to manage mental health needs without resorting to full-day absences. Temporary adjustments to work schedules or responsibilities can support those experiencing challenges, promoting work-life balance and reducing burnout[1][3].
3. Clear Attendance Policies and Communication
Establishing transparent guidelines about acceptable absences, reporting procedures, and possible consequences for excessive absenteeism helps manage absenteeism fairly and reduces confusion. Making these expectations clear from the start emphasizes support over punishment[1][2][4].
4. Proactive Monitoring and Support
Using HR software to track absenteeism trends, identify high-risk periods or departments, and intervene early is vital. Managers should routinely check in with employees showing signs of mental health challenges or burnout, providing support and resources before absences escalate[2][4].
5. Promote a Supportive, Inclusive Workplace Culture
Encouraging open communication, empathy, and respect among team members reduces stigma around mental health. Workplace wellness practices, such as regular mental health check-ins, team mindfulness, and reducing work pressure during stressful periods, help sustain employee engagement and attendance[1][3].
6. Regular Follow-Up and Accountability
Setting clear improvement plans with timelines for employees facing absenteeism issues, and scheduling follow-up meetings to track progress, balances empathy with accountability, encouraging employees to engage with support and maintain attendance[4].
By combining these strategies, employers can address both the root causes of mental health-related absenteeism and its symptoms, creating a healthier and more resilient workplace environment.
It's important to note that the international benchmark for workplace absenteeism is 1.5%, and a balance should be struck between addressing absenteeism and avoiding abuse[5]. The focus should not just be on access to affordable, quality healthcare but also on holistic approaches to employee wellbeing[6]. Tania Joffe, founder of Unu Health, emphasizes that employers need to consider health holistically, including emotional and mental aspects[7]. Marco Neto at Cliffe Dekker Hofmeyr agrees, stating that health is not just clinical, but also personal, emotional, and often invisible[8].
In South Africa, where workplace absenteeism rates are among the highest globally, averaging between 3.5% and 6%, solutions should include recognizing the emotional and mental toll of modern life and making support available beyond treating symptoms[9]. More people in South Africa are taking time off work because they are not coping[10]. Digital healthcare platforms, mental health support, and creating a culture where it's safe to express emotional distress can help reduce absenteeism and improve wellbeing[11]. Employers in South Africa should pay attention to the factors affecting their teams' lives to effectively address absenteeism[12]. Flexible working hours and easy access to care can play a role in mitigating absenteeism and promoting productivity[13].
Absenteeism in South Africa is not just due to physical illness, but also due to stress, burnout, and emotional fatigue[14]. On average, South African employees take around 8 to 15 days of absence per year[15]. Absenteeism in South Africa is a warning signal, indicating deeper issues that may require attention[16]. Stigmatizing time off for emotional wellness can be detrimental to addressing absenteeism and should be destigmatized[17]. Recent global research has linked long COVID to persistent inflammation, which is associated with depression, brain fog, and immune system disruption[18].
- Introduce programs that focus on employee mental health and wellness, like stress management workshops, mindfulness sessions, and mental health counseling, to help reduce absences connected to mental health issues and promote a culture that values self-care[1][3].
- To support those experiencing mental health challenges, employers can offer flexible work options, such as remote work or adjustable schedules, making it easier for employees to attend therapy appointments or manage their mental health needs without taking full-day absences[1][3].
