Absenteeism due to stress rises explosively: Why dropouts due to stress symptoms continue to increase

Absenteeism due to stress is increasing alarmingly

Over the past five years, absenteeism due to stress-related complaints has increased by as much as 30% increased. Figures from occupational health service providers ArboNed and Human Capital Care show that complaints such as overstrain and burn-outs are becoming increasingly common. This trend is a growing threat to both the labor market and society.

Why stress absenteeism continues to rise

• 8% increase in stress-related absenteeism between July 2023 and June 2024.
• 4.7% total absenteeism rate, especially high in the care, industry and transport and storage.
• Stress causes 1 out of 4 days of absence.
• On average, stress absenteeism lasts 245 days, rising to more than 300 days.

Sectors with high workload and irregular working hours are most at risk. This requires immediate action by employers.

The impact on employees and organizations

according Jurriaan Penders, company doctor and director of medical affairs at Human Capital Care, the increasing dropout due to stress threatens the continuity of organizations:

“We see dropouts due to stress symptoms increasing year by year. In five years, it will be a worrying development.”

• Long-term recovery: Stress complaints take a long time to recover.
• Staff shortages: Pressure on teams is increasing.
• Financial impact: Absenteeism costs amount to tens of thousands of euros per employee per year.

The financial burden of stress absenteeism

• Costs per day of absence: €250 - €400 per employee.
• Causes: continued payment of salary, replacement, loss of productivity and administration.
• Source: TON - absenteeism costs increase sharply if there is no approach.

These figures highlight the importance of preventive measures for employers.

Recognize and discuss stress signals

according Penders stress often starts with vague symptoms:

• Mull
• lethargy
• tenseness

“Afterwards, signals are recognized, but often too late. An open culture helps to catch signals early.”

Simple adjustments in workload or working hours can already make a big difference.

How employers can promote sustainable employability

Employers play a key role in preventing stress and long-term absenteeism. Effective measures are:

• stress management training courses offer.
• flexible working hours and create a safe work environment.
• regular check-ins facilitate with employees.
• preventive interventions such as coaching and using workshops.

Organizations that invest in well-being reduce absenteeism and increase productivity.

Stress and health: a shared responsibility

Sustainable employability is about both physical and mental health. Preventing stress requires joint efforts:

• employees: actively dealing with stress through exercise, relaxation and recovery time.
• employers: investing in happiness at work, well-being and an open culture.

Together, they ensure healthy, engaged and productive teams.

Conclusion

The explosive increase in stress absenteeism requires immediate action. By investing in prevention and sustainable employability, employers can not only save costs, but also contribute to the well-being and performance of their employees. In a tight labor market, this is not a luxury, but a necessity.

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