The workforce and talent landscapes of 2022 has radically changed compared to the pre- pandemic era. In 2018 employers in the US had an average absence rate of 2.9percent in 2018, according to the Bureau of Labour Statistics, while the rate in Europe averaged between 3percent and 6percent according to Eurostat. In 2021, the average absence rate in USA was 3.2percent. for the private sector and 3.5percent for the public sector. According to the Quarterly Absenteeism Report, prepared by Randstad to analyse employee absences, an average of around 900,000 Spaniards do not go to work every day. Equally, data reveals that in Spain, in the last quarter of 2021, absenteeism increased by 6percent among employees who missed work through medical leave.

In 2022 this trend has further increased in Spain: it has been estimated that almost 1.3 million workers did not go to work a single day, with the rising of the cost for employers, that, also in case of absence for sickness, pay the economic benefit enjoyed from the 4th to the 15th day by the worker, the period of greatest growth of absence.

According to the report, the most common reasons for absence include short-term disability (illness, injury and personal or family medical leave), sickness, and personal reasons, such as vacations and holidays. The health sector has the highest absenteeism rate in France, while 40percent of Canadians miss between one and six days of work due to depression. Sickness absence rates in the United Kingdom are highest in the caring, leisure, and other service occupations.

Excessive absenteeism in the workplace have a range of negative consequences for business, as paying for replacement workers and covering overtime expenses when other staff have to do extra work and as well as reductions in employee productivity.

This phenomenon is accompanied by that of so-called “Great resignation”, that will continue throughout 2022.

In USA, 4.4 million workers quit their jobs in one month alone, with negative consequences also on the balance of the workforces.

In this context, it has becomeeven more important and a priority to attract talent and improve gender parity as well as paying competitive wages, that remains one of the best ways to retain workforce, despite the many transformations over the past two years.

Absenteeism is a real and growing problem in workplaces, but it can be addressed by creating an environment where employees feel supported and valued.