South African Absenteeism Tied to Factors Beyond Healthcare Availability
High levels of workplace absenteeism in South Africa have become a significant concern, with rates averaging between 3.5% and 6%, which is higher than the international benchmark of 1.5%. This issue is not solely due to physical illness, but also stress, burnout, and emotional fatigue.
Employers are encouraged to consider a comprehensive approach to support employees' emotional and mental health, moving beyond treating symptoms. Marco Neto at Cliffe Dekker Hofmeyr emphasizes that health is not just clinical, but personal, emotional, and often invisible.
One approach is to implement inclusive mental health strategies that foster empathy, reduce stigma, and encourage open dialogue. Key strategies include:
- Creating inclusive, stigma-free environments by using people-first language, avoiding harmful labels, and promoting mental health as central to overall well-being.
- Encouraging open, respectful conversations about mental health to normalize seeking help and frame speaking up as a sign of strength.
- Providing ongoing mental health education and training programs to shift mindsets, increase awareness, and equip managers and employees to recognize and support colleagues experiencing mental health challenges.
- Implementing policies and programs that are inclusive and empathetic, ensuring mental health professionals and support services are approachable and accessible within the workplace.
- Leveraging technology cautiously, including digital health tools, while addressing barriers such as staff training and infrastructure limitations to support mental health services.
- Promoting flexible work models where feasible, as South African workplaces are experiencing tensions over returning to office versus flexible work, with employees seeking balance to support well-being.
Recent global research has linked long COVID to persistent inflammation, which is associated with depression, brain fog, and immune system disruption. Employees who appear "fine" on the outside may be navigating serious health issues due to the compounding effects of job insecurity, rising living costs, and long COVID.
Tania Joffe, founder of Unu Health, emphasizes the importance of thinking about health holistically, including emotional and mental aspects. Employers who integrate empathy-driven policies, practical training, open communication, and support systems tailored to their employees’ needs are best positioned to lessen the impact of mental health on absenteeism in South Africa.
It's important to note that access to affordable, quality healthcare is a vital part of the solution - but it's not the whole picture. We need to pay attention to the emotional and mental toll of modern life to effectively address the issue of absenteeism.
While some companies in South Africa report higher levels of employee absence, more and more people are taking time off work because they are not coping. It's crucial to remember that addressing these issues will not only benefit the individuals involved but also contribute to a more productive and healthier workforce overall.
[1] Source: World Health Organization (WHO) [2] Source: South African Medical Journal (SAMJ) [3] Source: International Labour Organization (ILO) [4] Source: National Institute for Occupational Health (NIOH) [5] Source: BusinessTech
- To combat high levels of workplace absenteeism in South Africa, employers are advised to implement a holistic approach that prioritizes mental health, recognizing that it is not just clinical, but personal and often invisible, as advocated by Marco Neto at Cliffe Dekker Hofmeyr.
- With mental health increasingly becoming a significant contributor to workplace absenteeism, employers who integrate empathy-driven policies, open communication, and support systems focused on health and wellness are best positioned to lessen its impact, as suggested by Tania Joffe, founder of Unu Health.
