Absence due to illness
Get expert guidance to reduce absence and enhance wellbeing in the workplace
Absence due to illness affects more than just workplace results. It also leaves its mark on wellbeing, collaboration, and costs. Perhaps you’re seeing increased absence in your organisation, or maybe you’re looking for practical tools to address prevention? At Human House, we help you understand absence, identify the underlying causes, and initiate effective measures to halt unwanted developments and prevent absence in the future.
What is absence due to illness?
Absence due to illness occurs when employees have to report sick and are unable to carry out their work. While it’s a natural part of working life, elevated levels of absence may indicate underlying issues in the occupational environment or culture.
When addressing absence, we distinguish between two types:
- Short -term absence: Often sudden and limited (typically 1–3 days).
- Long-term absence: Prolonged absence over extended periods, requiring particular attention and dedicated interventions.
Common causes of absence due to illness
Psychosocial working environment
Stress, imbalance between demands and resources, lack of collegial cohesion.
´Physical strains
Poor working postures, heavy lifting, repetitive work.
Workplace culture and management
Experiences of lack of support, insecurity, unclear role allocation.
Personal circumstances
Illness, major life events, or family situations.
Consequences of absence due to illness
Elevated absence impacts not only the individual employee, but the entire workplace community:
- Employee: Risk of isolation, deteriorating health, longer journey back to work.
- Colleagues: Increased workload, frustration over changing tasks and planning.
- Organisation: Higher costs, loss of expertise, reduced productivity.
5 top tips for reducing absence due to illness
Fortunately, there are a number of initiatives your organisation can implement to prevent absence and promote a healthy working environment. Here are five practical tips on how you can collectively reduce absence and enhance wellbeing in your workplace.
Investigate and discuss absence openly
Map patterns of absence over time and involve all employees in discussions about root causes.
Strengthen wellbeing and employee satisfaction
Even minor improvements often have a noticeable effect – conduct wellbeing surveys and follow up regularly.
Equip leaders for challenging conversations
A sense of security and clear processes make it easier to intervene early.
Ensure a clear set-up for handling absence
Develop clear policies for absence management and follow-up.
Remember to celebrate positive results
Recognise when absence levels decrease or the working environment improves.
How we can assist with absence management
At Human House, we approach absence due to illness with a holistic mindset, working with both short-term and long-term solutions.
Analysis of absence
We map out the extent and patterns of absence and identify the main causes. Based on our analysis, we co-design a targeted strategy.
Leadership advice and training
We offer advice and training in conducting sensitive conversations, equipping managers with the necessary methods to handle both prevention and return-to-work processes.
Preventive initiatives
We help create a culture of openness, trust, and fairness – for example, through workshops, wellbeing surveys, and development of clear policies.
Return-to-work programmes
We support employees and managers to plan and carry out considerate and successful processes for returning after long-term illness.
Sygefraværspaletten
Gain insight into absence management and test your own organisation with Sygefraværspaletten (The Absence Palette), developed by Human House.
Knowledge bank
11 frequently asked questions about absence due to illness
Discover how leaders can reduce absence
How to support employees returning from illness
When an employee comes back after a period of illness, it’s a decisive moment – for the individual, colleagues, and the entire workplace. Read our guidance on achieving the best possible outcome for returning employees.
FAQ on absence due to illness
How can we approach conversations about absence?
Openness and early dialogue are essential. Be curious, appreciative, and respectful in your communication – and ensure there are clear frameworks and follow-up.
Are absence interviews required by law?
Yes, employers are required to arrange an absence interview no later than four weeks after an employee’s first day of illness.
What is the role of the OSH representative (AMR) regarding absence?
OSH representatives (AMR) help prevent absence by ensuring a healthy working environment, identifying risks, and facilitating dialogue between staff and management. The representative also participates in developing policies and initiatives and follows up on causes of absence.
When should we address the issue?
The sooner, the better. If absence becomes recurrent or there is suspicion that wellbeing is affected, initiate dialogue early and include everyone involved.
How does Human House work with absence due to illness?
We closely collaborate with both management and staff – combining analysis, advice, and development programmes to ensure our approach always matches your specific needs.
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