What is the acceptable absenteeism rate in companies?

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What is the acceptable absenteeism rate in companies?

Table of Contents

In excess, the absences of your collaborators burden the other members of their respective teams and reduce productive capacity from the company.

Consequently, profits are lower and, if the causes for so many absences are not investigated, managers may have a cumulative problem on their hands.

That's why HR must know in advance what the acceptable absenteeism rate in companies. Based on this value, it is possible to measure what are the low-impact faults and which are potentially harmful for all involved.

Check with us, then, for a way to consider the acceptable absenteeism rate in companies and understand how to reduce this high number of absences—excused or not!

What is absenteeism?

As highlighted above, absenteeism is the volume of absences that employees accumulate in a given period.

Not to be confused, for example, with presenteeism, which is the employee's physical presence on the workday, but absent “mentally”. In other words: without focus, concentration and motivation.

The problem, therefore, is not one or another fault, but the lack of control over absences that generate all kinds of misfortunes for the organization. Want to see it?

How does this impact the company?

When you don't know the acceptable absenteeism rate in companies, that line becomes immeasurable for HR, unable to understand when absences are an issue.

But, in general, this can be perceived gradually, on a daily basis, based on the damage that this lack of control can cause, such as:

I.e: a situation that can even escape the control of managers and HR if it is not properly monitored.

>> HR Consultant UK has created a worksheet that can help – and a lot – your company in controlling absenteeism and the costs it generates for your company. Click here and access now! Oh, you can download it to share with your colleagues too.

What is the acceptable absenteeism rate in companies?

Any case of absence – justified or not – must be analyzed by HR and also by the leader of each sector. After all, some issues should be overlooked.

Even so, the control must be done to know exactly when the fault problem has any extra motivation — such as lack of motivation and the desire to leave the company.

So, check out a practical way to calculate and thus understand what the acceptable absenteeism rate in companies to know if your work environment is experiencing a problem or a recurring situation, just!

How to calculate the absenteeism rate in the company?

The formula for understanding the acceptable absenteeism rate in companies is as follows:

Total hours absent * 100 / total hours worked by an employee.

With that, you have a percentage which must be analyzed within the evaluation period desired by you.

The calculator below makes the complete calculation of your company's absenteeism rate. Find it out:

In general, the acceptable absenteeism rate in companies is around 3 to 4% monthly.

In addition, experts point out that zeroing this index is, practically, impossible. After all, the reasons for concern that justify an absence (such as lack of motivation) are complemented by issues that cannot be controlled, like an accident suffered by one of its employees.

Therefore, keep your eyes open to the oscillations of this acceptable absenteeism rate in companies to identify situations that can be remedied. And that is precisely the focus of our next topic!

How to reduce absenteeism?

Now that we understand the acceptable absenteeism rate in companies, and how to calculate it, it is time to understand the efforts that can be made to maintain this average. Check it out:

Establish and maintain a good organizational climate

When absenteeism is motivated by a toxic work environment, it is important to assess the perception of the entire workforce regarding the organizational climate.

Also note that a toxic environment can arise from many variables, such as:

  • continuous and exaggerated pressure for results;
  • disrespect among colleagues or by the manager himself;
  • bullying;
  • harassment;
  • lack of professional perspective.

Finding out which factors are influencing the organizational climate is a good starting point to then address them and reduce absenteeism naturally.

Continuously work on internal communication

Gossip, speculation and a series of conflicting information generate discomfort among employees, who feel displaced from the direction the company is taking.

Consequently, employees move away from the proposed goals, the outlined objectives and even their obligations, considering that the company does not share anything with them.

Therefore, an organization that focuses on internal communication is more likely to reduce absenteeism. And, mainly, because it includes employees in decisions and even in the proposed strategies and directions, which expands the spirit of collaboration.

Develop a career path

Lack of perspective, as mentioned above, is also a problem capable of unbalance the acceptable absenteeism rate in companies.

The resolution therefore consists of minimize noise through a career plan that involves all employees.

With this, they will know what paths their careers can take, how far they can grow in the company and, above all, what they need to do to develop internally.

Create a performance review routine

Complementing the previous tip, the performance evaluation is crucial to reduce the high corporate absenteeism.

And do you know why? Because feedback helps to guide professionals about situations that hinder their development. Some of which he may even have no idea he practices on a daily basis.

In addition, the ratings bring the manager and HR and employees together, understanding them more and more to propose and anticipate solutions to eventual problems — such as other situations that stimulate an imbalance in the acceptable absenteeism index in companies.

Promote the quality of life of your employees

Finally, efforts should be made to make the work environment even more qualitative and focused on the well-being of professionals.

This involves diagnosing the profile of employees so that HR and leaders can develop custom strategies, that actually change people's habits. Some options for this:

It is important to identify the methods that most achieve the employee engagement, so that the actions have the expected effect.

With this, it will be much easier to maintain the acceptable absenteeism rate in companies, be sure of it!

Now, to complement everything we've seen here and further strengthen your brand's reputation, take the opportunity to like our page on Facebook and follow us on Instagram, Twitter and LinkedIn! So, you will know firsthand many other tips and news to qualify your company's HR!


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