Employers, here’s how to tackle absenteeism and strengthen employability

Want to start 2025 off right? Here’s how to tackle absenteeism and strengthen sustainable employability

January is coming to an end. Gyms are packed, lunchboxes are filled with salads, and bottles of wine remain untouched during Dry January. New Year’s resolutions are everywhere. But what about within organizations? Employers, managers, and leaders are rolling out their plans to make 2025 a success. Let’s talk about sustainable employability and absenteeism prevention. Which resolutions can employers take on to truly make an impact here?

From resolution to concrete actions

In this article, Aukje Huurman, company and staff doctor at Capability, explains what employers can do to make real change. “In my role, I guide people and organizations to make work not only healthy but also enjoyable and meaningful. What drives me? I want people to live their lives in optimal form. I want them to go to work with joy, and for their work to contribute to their well-being. Because work is so much more than just an income: it provides structure, social connections, and a sense of purpose.

But let’s be honest: that ideal picture is not always the reality. Absenteeism, stress, and an unhealthy work-life balance are often lurking. Moreover, people are often reluctant and find it difficult to talk about their problems. That’s why I want to challenge employers to take actions that really make a difference. Not just good intentions, but concrete steps to prevent absenteeism and increase employability.”

Small steps, big impact

People are creatures of habit. This applies at home, but just as much in the workplace. In the Netherlands, many lifestyle-related diseases are prevalent. People sit too much, want to quit smoking or drinking, or don’t move enough. The problem? We too often expect employees to go from zero to a hundred in one go. Think of an employee who has to quit smoking abruptly or find a healthier work-life balance within a week. Believe me, that’s simply not how it works. What does work to increase long-term employability? Small, achievable steps make all the difference.

For example:

Bring movement into the workday: Encourage walking meetings or set up standing desks. A small investment with a big impact: it reduces the risk of lifestyle diseases like back pain and burnout.

Put MSANR (BRAVO in Dutch) into practice: Focus on Movement, Smoking, Alcohol, Nutrition, and Relaxation. Make these topics open for discussion within your organization. When an employee experiences stress, it’s often a signal of a deeper issue. Ask the right questions and work together to find a sustainable solution.

Tackling absenteeism? Start with an open conversation

Many organizations struggle with absenteeism prevention. Employees are often reluctant to share their problems and tend not to recognize problematic behavior in time. The consequences are not always immediately visible. So, how do you tackle absenteeism effectively and make it concrete? My advice: start with honest and open conversations. Too often, employees see work and personal life as separate worlds, but health doesn’t stop at the office door. Not everyone realizes that an employer pays for labor, while it’s the employee’s responsibility to maintain their own health so that the work can be done professionally.

It’s crucial to make habits open for discussion, even if that leads to difficult questions. Ask the right questions, especially about topics like stress, relaxation, and lifestyle. Then, offer appropriate support.

Examples:

• Open consultation hours: Offer a preventive consultation with a company doctor. Not just for employees with complaints, but also for those who feel (still) healthy. The company doctor will be able to detect early when interventions are necessary, such as vitality coaching, where employees are supported when they have questions about lifestyle or vitality.

• Support from leadership: Ensure that managers can recognize and address signals. This requires both training and a culture that values vulnerability. Of course, we at Capability provide these training programs.

Together you are stronger

No employee, manager, or company doctor can achieve sustainable employability alone. It requires a collective approach, where HR, absenteeism managers, and employees work together. If you truly want to make a difference instead of just patching things up, collaboration is key.

Think about:

Joint health programs: Organize monthly workshops on topics like stress management or healthy eating, where employees can suggest topics themselves.

Follow-up by absenteeism managers: When one of our company doctors recommends an intervention, we ensure it is followed up quickly and effectively by our absenteeism managers. Success often lies in the aftercare and the internal connections your organization is able to create.

Start with a first step

Not everyone gets immediately excited about terms like “health in the workplace” or “sustainable employability.” Good news: that’s okay. Change is rarely popular at first. The key is for organizations to create an environment where it’s normal to talk about a healthy, safe, and pleasant workplace. Start small, keep the conversation going, and persevere. With good intentions, it’s about taking the first step, no matter how small.

So, what will you improve within your organization regarding absenteeism, prevention, or employability in 2025? Let’s work together to create an environment where people can do their jobs with joy and in good health. Because a great workplace means a great life – and we can all contribute to that.