[1] Absenteeism has been viewed as an indicator of poor individual performance, as well as a breach of an implicit contract between employee and employer.
In 2013, the UK CIPD estimated that the average worker had 7.6 absent days per year and which cost employers £595 per employee annually.
In Poland, if employees themselves, or anyone under their care including children and elders, falls ill, sick leave can be applied.
)[3] Research shows that over one trillion dollars are lost annually due to productivity shortages as a result of medical-related absenteeism.
The line between psychological and medical causation is blurry, given that there are positive links between both work stress and depression, and absenteeism.
Depressive tendencies may lie behind some of the absence ascribed to poor physical health, as with adoption of a "culturally approved sick role".
[6][7] Absenteeism is a habitual pattern correlated with emotional labor and personal reasoning, but there are resolutions to finding ways to alleviate the cause.
Kelley, et al. (2016) says stress accounts for twelve percent of absenteeism in the workplace a year, which is a matter in which the company needs to stay in communication with the employee and work towards a solution.
[1] Unplanned absences indicate an important factor of the health of the workplace, including employee satisfaction and commitment.
[9] According to Thomas, there tends to be a higher level of stress with people who work or interact with a narcissist, which in turn increases absenteeism and staff turnover.
Research evidence suggests that early interventions are six times more likely to be successful than those after students' non-attendance has reached the persistent stage.
Dube and Orpinas conducted a study by surveying 99 upper-elementary and middle schools, targeting students with attendance problems.
Children with multiple profiles had higher mean scores on frequency of victimization and total number of traumatic or stressful events than did those in the other groups.