Stress absenteeism is rising explosively: Why dropouts due to stress symptoms continue to increase

Absenteeism due to stress symptoms increased by 30 percent in five years

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Absenteeism due to stress-related complaints has increased by as much as 30 percent in the past five years, according to figures from health and safety service providers. ArboNed and HumanCapitalCare. This increase includes absenteeism due to complaints such as overstrain and burnouts, which are increasingly common in our working society. Occupational health services are sounding the alarm about the growing impact of stress absenteeism, which is a threat to both the labor market and the wider society.

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Why stress absenteeism is so high

In the period from July 2023 to June this year, a further increase of 8 percent was measured in stress-related absenteeism. The overall absenteeism rate rose slightly to 4.7 percent, with the highest figures in sectors such as healthcare, industry, and transport and storage. These sectors are known for their high workload and irregular working hours, which increase the risk of long-term stress symptoms. Stress now causes one out of four days of absenteeism, and average absenteeism due to stress lasts up to 245 days, sometimes rising to more than 300 days, which equates to almost ten months.

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The impact on employees and organizations

The continued increase in stress-related absenteeism is putting pressure on both employees and employers. According to Jurriaan Penders, company doctor and director of medical affairs at Human Capital Care, in the long term, this trend may even threaten the continuity of the working Netherlands: “We see dropouts due to stress symptoms increasing year after year. On an annual basis, this increase is already significant, but in five years, it will be a worrying development.” The figures not only highlight the need for stress prevention, but also the sustainable employability of employees. Stress complaints often require long-term recovery, which has major consequences for both the person and the organization.

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Costs of absenteeism: a financial impact

Absenteeism due to stress symptoms costs employers considerably. The average costs per day of absence are between 250 and 400 euros per employee. This amount includes not only continuing to pay the salary, but also the costs for replacement staff, loss of productivity and additional administrative burdens. Long-term absenteeism due to stress can cost employers tens of thousands of euros annually, depending on the duration and frequency of absenteeism. According to a report by TNO, absenteeism costs due to stress and burnout rise sharply if the complaints are not addressed in time and the absenteeism persists for a long time. This financial risk underlines the importance of prevention and sustainable employability for companies (Source: TON).

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Recognize and discuss stress signals

According to Penders, stress often starts with vague symptoms such as worrying, listlessness and tension. “Afterwards, these signals are recognized, but unfortunately often too late. Making stress symptoms negotiable at an early stage can prevent a lot of suffering,” says Penders. It remains difficult for many employees to name stress complaints, for fear of stigma or judgment. But it is precisely an open culture that can ensure that signals are picked up early. Simple adjustments in workload or working hours can already make a world of difference.

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How can employers contribute to sustainable employability?

Employers have a key role in supporting sustainable employability by reducing stress and preventing absenteeism. This can be done through preventive measures such as offering stress management training, creating a flexible work environment and facilitating regular check-ins with employees. Companies that focus on sustainable employability not only invest in their people, but also reduce the risk of long-term absenteeism and thus the associated costs. In the current working climate, where staff is scarce, organizations can't actually afford long-term outages.

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Stress and Health: A Shared Responsibility

Sustainable employability is not only about physical health, but also about the mental well-being of employees. Preventing stress symptoms requires joint responsibility on the part of both the employee and the employer. For employees, it can also help to actively deal with stress themselves, for example through regular exercise, relaxation and taking sufficient recovery time. On the employers' side, investments in happiness at work and well-being are crucial, both for the health of the individual and for the overall success of the organization.

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