5 Ways to Keep Absence Rates Down and Morale High
Frequent absences can often signal something deeper than a passing illness. While everyone needs time off now and then, consistent absenteeism may point to underlying wellbeing issues or life pressures, from childcare and family emergencies to pet care challenges.
For businesses, the impact can be significant: disrupted workflows, lower morale, reduced productivity, and rising costs. The good news? With a proactive approach, organisations can support their teams, reduce unplanned absences, and build a healthier, happier workplace. Here’s how.
1. Teach managers to spot the signs of burnout – early
Burnout doesn’t happen overnight. It’s the result of prolonged stress that, if left unaddressed, can affect performance, wellbeing, and team relationships. In today’s fast-paced world of work, burnout is more common than many organisations realise — which is why early recognition is key.
By training managers to spot the early signs of burnout, businesses can step in before the issue escalates. Early intervention not only helps employees recover more quickly but also protects team morale and productivity.
Some early warning signs include:
- Trouble concentrating or staying engaged
- Increased irritability or withdrawal
- Physical symptoms such as headaches, fatigue, or digestive issues
- Neglecting self-care or noticeable changes in appearance
These changes can be subtle, and employees often try to mask them for fear of stigma or job insecurity. A supportive and open culture makes it easier for people to speak up before things reach a breaking point.
2. Understanding the ‘why’ behind absence
Coming back after time off can feel daunting, especially if employees worry they’ll be questioned about their absence. While return-to-work interviews aren’t a legal requirement, they can be a valuable opportunity to reconnect, rebuild trust, and ensure a smooth transition.
These conversations should focus on how the employee is feeling, any updates they may have missed, and what support they might need moving forward.
It’s also important to remember that absences aren’t always due to personal illness. Many employees take time off to care for children, elderly relatives, or even pets. Recognising these responsibilities, and offering practical solutions, helps build empathy and trust.
For example, Bright Horizons Back-Up Care gives employees access to reliable childcare, eldercare, or pet care, which can be booked ahead of time or for when unexpected needs arise. It’s a simple yet effective way to reduce stress, minimise absences, and maintain productivity.
3. Offer flexible working arrangements
As of April 2024, all UK employees have the legal right to request flexible working from their first day of employment. But flexibility is about more than just hybrid work.
It can mean flexitime, staggered start and finish times, flexibility of working days, job sharing, extended lunch breaks, or part-time arrangements, all of which allow employees to manage personal commitments alongside professional ones.
When people have control over their schedules, they can handle life’s everyday challenges, from school pickups to medical appointments, without needing to take unnecessary sick days.
Offering flexible working options shows a genuine commitment to wellbeing. It reduces stress-related absences and creates a more resilient, inclusive workforce.
4. Encourage the use of annual leave
Many employees don’t take their full holiday entitlement - in fact, UK workers left an average of 5.3 days of annual leave unused in 2024. While skipping holidays might seem like dedication, it can quickly lead to burnout, stress, and lower productivity.
Encouraging regular breaks is one of the simplest ways to boost morale and wellbeing. Annual leave gives employees the chance to rest, recharge, and return with renewed energy and focus.
When people feel confident taking their full entitlement, without guilt or pressure, they’re more engaged, creative, and motivated in the long run.
5. Promote growth opportunities
Parents and carers in the workforce often face unique challenges that can impact their productivity, career progression, and overall wellbeing. Without the right support, this pressure can lead to stress, absenteeism, and reduced confidence.
Many are juggling demanding roles at work while managing responsibilities at home, which can lead to stress, missed opportunities, and care-related conflicts that disrupt their professional lives. These pressures can make it difficult for employees with dependents to feel confident about their ability to grow in their careers, especially when they fear that caregiving duties may be perceived as a barrier to advancement.
Creating a culture that celebrates career growth for everyone, including those with caring duties, can make a huge difference. When employees feel seen, supported, and encouraged to progress, they’re more likely to stay engaged and loyal. It sends a powerful message: that success and family life aren’t mutually exclusive.
By promoting flexible career development opportunities, organisations can nurture talent, strengthen inclusion, and build a workforce that thrives both personally and professionally.
Want to discover more solutions for absenteeism? Visit the Bright Horizons Work + Family Solutions website for our FAQs and to use the ROI calculator to see how much your business could save with Back-Up Care.
