Attending work whilst not fit and not        being 
as productive. 


    A third of employers (up from 28%)            reported an increase in the number            of people coming to work ill in the last     12 months. 
     (CIPD/Simply Health Annual Survey Report on                                 Absence Management 2012)

    41% of office workers feel pressure to        be present and visible in the office
due        to the economic climate.
       (O2 Survey November 2011)
   Costs of 'presenteeism' are at least            50% greater than absenteeism. 
     (Sainsbury Centre for Mental Health – Mental  Health at                    Work Survey December 2007)

  • Hard to identify 
  • Tends to be higher amongst key         or well-paid workers or those with a stake in the organisation; or where     redundancies are being considered. 

  • Pressure 
  • Worry/Anxiety
  • Taking inadequate rest
  • Feeling indispensable
  • Bereavement or relationship change
  • Discrimination
  • Harassment/Bullying
  • Stigma associated with mental health
  • Organisation culture 
  • Poor management/communication
  • Boredom/Alienation
  • Lower Productivity
  • Performance
  • Lower Resilience and Morale
  • Increased Stress, Absence and Conflict
  • Resignation (or Termination)
  • Increased Costs in terms of absence and stress management, specialist advice, conflict handling and management time.


  • Illnesses may be infectious.
  • Worrying creates more worries.
  • Failing to take proper rest to recover makes your health worse, making you less resilient and more prone to stress and longer absences.
  • Ill people have reduced levels of concentration and make more errors.
  • An organisation's or team's ability to compete and thrive is undermined.
  • Other workers have to work harder or longer to cover the absence or             underperformance, resulting in in increased stress on them.
  • It puts strain on working relationships between the presentee, managers       and employer.
  • As morale drops people feel unsupported or ineffective, often resulting in resignation or termination.
    What can you do?
  • Remember employees work to live.
  • Shirkers are unlikely to be presentees.
  • Review your health/attendance policies
  • People genuinely suffering from 'presenteeism' are ill but are choosing not to show it or trying to fight it. 
  • Monitor time and attendance.
  • Manage changes and consider effects.
  • Watch, listen and communicate.
  • Contact us for further advice.