Number of days lost per full-time employee in a year, by North American Industry Classification System (NAICS) and gender, annual.

In September 2024, observed health-related workplace absenteeism among full-time workers in the educational and health services industry was slightly higher than expected (baseline absenteeism from data of previous years). This statistic illustrates the percentage of full-time U.S. workers in the educational and health services industry who were absent from work for health-related reasons from 2023 to 2024, by month.

Number of days lost per full-time employee in a year, by public and private sector and gender, annual.

The sickness absence rate in the United Kingdom was two percent in 2024. Among industry sectors in the UK, Human health and social work activities had the highest absence rate, at 2.9 percent.

Among full-time workers in the wholesale and retail trade industry, the observed health-related workplace absenteeism during 2023-2024 was higher than expected (baseline absenteeism from data of previous years) seven out of 12 months. This statistic illustrates the percentage of full-time U.S. workers in the wholesale and retail trade industry who were absent from work for health-related reasons from 2023 to 2024, by month.

1.ALGEMENE DATA

The table provides insight into three sickness absence rates, namely: sick leave rate, sick reporting frequency and average duration of terminated cases of illness, of employees in undertakings and institutions. The sickness absence rate is shown for both the first as a possible second year of illness. The sick leave rate it is also broken down by duration class. The average duration of terminated cases of illness are given both for cases that have ended in the first year of illness and for the second year of illness.

In addition, sickness absence rates are broken down by different personal characteristics and characteristics of the company where the employee works and other characteristics: — gender, — age, — marital status, — origin grouping, — wage class, — part of the country, — province, — urbanity, and — economic activity (SBI 1993) by business sectors, branches and classes, — size of the company or institution, and — period.

Data available from: 2002. Frequency: stopped on 13 February 2009.

Changes to the previous version As of 13 February 2009, CBS discontinued the NVS because statistical representativeness of sick leave data it was not enough for a long time. There was also insufficient confidence that the quality and representativeness of NVS data in the near future would improve. Publication of national sickness absence rates will from now on, on the basis of a quarterly absence of sick leave companies.

The 2005 data were added on 12 December 2006 and the data revised in 2004. Absenteeism figures for 2004 deviate from the previous published numbers over the same period. By expanding the control and correction method has become possible to overlap to remove default periods. This adjustment ensures that it previously published absence rate for 2004 with approximately one 0.5 percentage points have fallen. The absence figures for 2002 and 2003 will be it will be revised later.

The following corrections have been made to the 2005 default figures: — due to the reduced quality of UWV employee data, have these data been corrected using employment development as derived from the Labour Accounts of Statistics Netherlands; — of the absenteeism of the UWV safety net cases over the second half only limited information is available in 2005. For this is corrected by the evolution from 2004 to 2005 of the safety net cases from the first half of the year, to be applied to the second half from 2005; — the figures for absenteeism do not include agriculture and fisheries, care, education and financial institutions. By the liberalisation of occupational health and safety services as of 1 July 2005, companies for the prevention and supervision of absenteeism no longer required to hire an occupational safety service. This has been given to some industries led to a non-representative response. It goes for the sectors of education, health and welfare and financial institutions.

Status of the figures:

For the time being, the figures are of a provisional nature.

The National Failure Statistics (NVS) replaces the quarterly study “Sick absence of private companies” that the CBS on held the years 1995 to the first quarter of 2004. This investigation was based on a written survey of a sample from companies. The NVS will also replace the quarterly survey in the long term. ‘Sickness absenteeism national government’ (examination period 1992 to 2004) and the annual survey ‘State absence of illness’ (examination period 1992 to 2003). The statistics mentioned remain available on StatLine.

When comparing the results of the NVS with the results of the previous sick leave statistics should be taken into account held:

— The NVS also includes absenteeism from the government. Therefore, it is the NVS is not entirely comparable to the old quarterly statistics, in which government and private companies become separate reproduced; — In the statistics on absenteeism national government was included in the absenteeism rate default for more than a year (at the NVS this is also included from 2005); — The NVS only issues the default registered by occupational health services and UWV weather; — The NVS does not yet have sufficient data on the absenteeism in the agriculture and fisheries, healthcare, education and financial sectors institutions; — The NVS makes it possible for different background characteristics to be absenteeism can be linked and that multiple default magnitudes can be displayed; — Further research is being carried out on the possibilities of publication of default figures for the (Rijks) government separately.

Changes compared to the previous version: none.

When will there be new figures: 2009 (tbc). Due to modifications to the NVS system, use of data from the policy administration and regulatory changes recording of data in the default records at companies, occupational health and safety services and UWV, will not be the next update sooner than April 2009 will be released.

Among full-time workers in the financial activities industry, the observed health-related workplace absenteeism during the flu season 2023-2024 was generally lower than expected (baseline absenteeism from data of previous years), although this was not always true. This statistic illustrates the percentage of full-time U.S. workers in the financial activities industry who were absent from work for health-related reasons from 2023 to 2024, by month.

Number of days lost per full-time employee in a year, by geography and sex, last 5 years.

Annual sickness absence rates of workers in the UK labour market, including number of work days lost, by country and region, sex and age group, and employment type. These are official statistics in development.

Number of days lost per full-time employee in a year, by National Occupational Classification (NOC) and sex, last 5 years.

Among full-time workers in the professional and business services industry, the observed health-related workplace absenteeism during the flu season 2023-2024 was higher than expected (baseline absenteeism from data of previous years) 10 out of 12 months. This statistic illustrates the percentage of full-time U.S. workers in the professional and business services industry who were absent from work for health-related reasons from 2023 to 2024, by month.

This table provides data on absenteeism of employees aged 15 to 65 years broken down by company characteristics, such as industries/sectors and size. This includes workers who are employed but do not provide work due to illness, maternity leave or other temporary career breaks. Furthermore, the table also provides information on the last case of absenteeism of employees who have failed at least once in the last 12 months.

Data available from: 2011 to 2013.

Status of the figures: The figures in this table are final.

Changes as of 24 September 2015 None, this table has been discontinued. The reason for this is that due to design changes, figures are no longer comparable on a continuous basis.

Changes as of 27 November 2014: Rounding differences have occurred for the years 2012 and 2013 for some breakdowns for the variable ‘Average default period’. This is corrected in this table.

When are new figures coming? No longer applicable, the current table has been discontinued. This table is followed by absenteeism according to employees; industry and branch size. See paragraph 3.

Number of days lost per full-time employee in a year, by National Occupational Classification for Statistics (NOC-S) and sex, last 5 years.

In 2022, the sickness absence rate in the Netherlands was over five percent. Employees working in healthcare had the highest sickness absence rate. On average, they were absent just over seven percent of the total working time. By comparison, among personnel in the agriculture sector, the sickness absence rate was slightly under 2.9 percent.

Abstract Objective: to describe the incidence of sickness absence among workers of an oil industry in Brazil. Methods: retrospective cohort study conducted with 2,028 workers. Study data were obtained from workers’ medical records from 2012 to 2016. Indicators of absenteeism were calculated by sociodemographic characteristics, occupational characteristics, and morbidity. Results: of the participants, 87.6% were men, 49.2% with high school educational level, 46.9% aged 50 years or older, 65.1% worked in non-operational activities. The cumulative incidence of sick leave was 71.5% and its incidence rate, 25.8 per 100 person-years. We found the highest incidence rates amongst women (31.6), workers aged 50 years or older (29.9), lower educational attainment (29.2), work experience spanned 30 years or more (31.9), working in operational activities (27.9), and regular work schedule (26.1). Musculoskeletal (n=2,001), respiratory (n=1,016), and digestive diseases (n=967) were responsible for the largest number of sick leaves. The highest number of absence days was due to musculoskeletal diseases (n=11,640), followed by injuries (n=6,267) and mental disorders (n=5,042). Low back pain diagnostic was responsible for the greatest number of absence days (n=3,632). Conclusions: health programs aimed at controlling the identified morbidities should target women, those with longer work experiences, and those with lower educational attainment.

Sickness absence of employees by sector, establishment size and level of education, 2005-2013 (Dutch only)

Absence Management Services Market Outlook

The global absence management services market size was valued at approximately USD 2.3 billion in 2023 and is forecast to reach around USD 4.8 billion by 2032, growing at a compound annual growth rate (CAGR) of 8.2% during the forecast period. This growth is primarily driven by the increasing necessity for effective workforce management solutions, particularly in sectors with high employee turnover and absenteeism rates.

A significant growth factor for the absence management services market is the rising awareness among organizations about the financial and productivity losses associated with unplanned employee absences. Companies are increasingly adopting absence management solutions to streamline their operations and enhance productivity. Furthermore, the integration of advanced technologies such as artificial intelligence (AI) and machine learning into these services allows for predictive analytics, which helps organizations anticipate and manage absences more effectively.

Another driving factor is the growing complexity of regulatory compliance related to employee absenteeism and leave policies. Different regions have varied labor laws, and companies need to ensure compliance to avoid legal repercussions. Absence management services help organizations navigate these complexities by automating compliance processes, thereby reducing the risk of non-compliance and potential fines. This aspect is particularly crucial for multinational corporations operating across multiple jurisdictions.

The increasing adoption of cloud-based solutions is also propelling the market. Cloud-based absence management services offer several advantages, including lower upfront costs, scalability, and ease of access from any location. This flexibility is particularly beneficial for small and medium-sized enterprises (SMEs) that may lack the resources to implement and maintain on-premises solutions. Moreover, the ongoing trend of remote working has further emphasized the need for robust absence management systems that can be accessed remotely.

Regionally, North America accounted for the largest market share in 2023, driven by the presence of major market players and the high adoption rate of advanced technologies. Europe followed closely, with significant contributions from countries like the UK, Germany, and France. The Asia Pacific region is expected to witness the highest CAGR during the forecast period, fueled by rapid industrialization, increasing awareness about the benefits of absence management services, and favorable government initiatives. Latin America, the Middle East, and Africa are also expected to see steady growth, albeit at a slower pace compared to other regions.

Service Type Analysis

In the absence management services market, service type is a crucial segment that includes consulting, implementation, and support and maintenance services. Consulting services play a vital role in helping organizations understand their specific absence management needs and devise strategies to address them. These services involve experts who analyze the organization's current absence management practices, identify gaps, and recommend tailored solutions. The demand for consulting services is high among large enterprises that have complex organizational structures and require specialized advice to manage absenteeism effectively.

Implementation services are another critical component of the absence management services market. These services involve the actual deployment of absence management solutions, ensuring that they are correctly integrated with the organization's existing systems. The implementation phase is crucial as it sets the foundation for the effective functioning of the absence management system. Companies offering implementation services often provide training to employees to ensure they can use the new system efficiently. The demand for these services is growing as more organizations recognize the need for robust absence management solutions.

Support and maintenance services are essential for the ongoing success of absence management systems. These services ensure that the systems are updated with the latest features and remain compliant with changing regulations. Regular maintenance helps in identifying and resolving issues promptly, thereby minimizing downtime and ensuring seamless operation. The growing complexity of absence management solutions, driven by the integration of advanced technologies, is increasing the demand for comprehensive support and maintenance services.</p&g

In 2024, the sickness absence rate in the United Kingdom's public sector was 3.1 percent, compared with 1.9 percent in the private sector. Throughout this provided time period, the sickness absence rate in the public sector has consistently been higher than that of the private sector.

Employee Absence Management Software Market Outlook

The global market size for Employee Absence Management Software was valued at approximately USD 1.3 billion in 2023 and is projected to reach around USD 3.2 billion by 2032, growing at an impressive compound annual growth rate (CAGR) of 10.5% from 2024 to 2032. The increasing need for organizations to streamline absence management processes and reduce administrative workload is a major growth factor driving the market. Additionally, the integration of advanced technologies such as AI and machine learning in these software solutions is further propelling market growth.

One of the primary factors contributing to the growth of the Employee Absence Management Software market is the rising awareness among organizations about the benefits of managing employee absence efficiently. Unmanaged absenteeism can lead to substantial financial losses, reduced productivity, and a negative impact on employee morale. By using specialized software, companies can monitor and manage employee absences more effectively, ensuring that business operations remain smooth and productive. This growing awareness is pushing more organizations to adopt such solutions, thereby expanding the market.

Another significant growth factor is the regulatory environment, which often requires companies to comply with various labor laws and regulations concerning employee leave and absence. Non-compliance can result in severe penalties and legal repercussions. Employee Absence Management Software helps organizations maintain accurate records, automate compliance processes, and generate required reports, thus minimizing the risk of non-compliance. As labor laws become more stringent and complex, the demand for such software solutions is expected to rise.

The increasing adoption of remote and hybrid work models is also contributing to the market's growth. As businesses across the globe adapt to new working arrangements post-pandemic, managing employee attendance and absences has become more challenging. Employee Absence Management Software offers a comprehensive solution to track, manage, and report employee absences, irrespective of their work location. This flexibility is crucial for modern businesses aiming to maintain productivity while supporting diverse working environments.

From a regional perspective, North America currently holds the largest market share due to the high adoption rate of advanced technologies and the presence of numerous key market players. Europe and the Asia Pacific regions are also witnessing significant growth, driven by increasing investments in IT infrastructure and a growing emphasis on employee well-being and productivity. The Asia Pacific region, in particular, is expected to exhibit the highest CAGR during the forecast period, owing to the rapid digitization and expanding corporate sector in countries like China, India, and Japan.

Component Analysis

In terms of components, the Employee Absence Management Software market is segmented into software and services. The software segment is further categorized into standalone software and integrated solutions. Standalone software is designed specifically for absence management, offering robust features to monitor and manage employee absences. Integrated solutions, on the other hand, are part of broader human resource management systems (HRMS) that include modules for various HR functions, including absence management. Both types have their advantages, with standalone solutions offering specialized functionalities and integrated solutions providing a more holistic approach to HR management.

The services segment includes consulting, implementation, and support services. Consulting services involve expert advice on selecting and implementing the most suitable absence management software based on an organization's specific needs. Implementation services focus on setting up the software, configuring it according to the company's policies, and ensuring seamless integration with existing systems. Support services are crucial for ensuring the software's smooth operation, offering ongoing technical assistance, updates, and troubleshooting. This segment is essential for organizations looking to maximize the effectiveness of their absence management solutions.

The software segment is expected to hold the largest market share due to the increasing demand for advanced and automated solutions to manage employee absences. The rise in cloud-based software, which offers scalability, flexibility, and cost efficiency, is also driving grow

On average, ** percent of all firms reported employee absenteeism due to mental health. Business services reported the largest percentage of mental health absenteeism, with ** percent. The sector with the lowest figure was the construction sector, with ** percent of employers reporting mental health related absenteeism by their employees.