• Mental illness: According to CAMH (Centre for Addiction and Mental Health), workers with mental illness are more likely to be absent from work and have more extended absences.

• Bullying: Team members who are harassed at work may avoid their workplace to escape.

• Disillusionment: Employees feel disengaged, disgruntled or bored in the workplace.

• Burnout: When people feel stressed out and exhausted for an extended period of time, they often crash and burn.

• Dependent care: Individuals who need to take care of elderly parents, disabled relatives, and children sometimes have to take extra time off work.

Nadini Dukhu states, "according to LifeWorks, studies suggest absenteeism accounts for up to 5% of a company's total payroll when viewed holistically. Often, employers rely on their HR, Finance or Payroll staff to advise on how to reduce operational and human capital costs to support their business's ongoing success. However, employers may make premature decisions if there is no holistic understanding of what absenteeism truly costs the organization and how to best address those concerns."

To bring a solution to this problem, she suggests a 3-step process:

Phase 1 - Discovery and Assessment
Identify gaps, absenteeism rates and associated labour costs.

Phase 2: Develop a Plan
Forecast and implement best practices and technology. Use HRIS/attendance management systems to assist with tracking.

Phase 3: Implement and Evaluate
While it may take some adjusting, being able to measure and report on cost savings and ROI will support the business in the long run.

"Managing recurring absences and implementing an absence management plan is no easy task and often requires the support of seasoned HR and legal experts. The biggest challenge can be viewing the approach from a holistic lens, through which you can ensure your program and policies are equitable and effectively address the business concerns while remaining legally compliant and reasonable”, concludes Dukhu.