Most people are familiar with absenteeism. But what is often overlooked is presenteeism – working despite being ill. This phenomenon is widespread in Sweden and may, at first glance, appear as a sign of commitment and loyalty. In reality, however, presenteeism poses risks both for individual health and for an organisation’s long-term productivity.
Why do we go to work when we are sick?
According to the Swedish Work Environment Authority, presenteeism is often driven by loyalty and a sense of responsibility, particularly among women. Many do not want to burden their colleagues or risk leaving tasks unfinished. Other common reasons include that no one else can take over the work, or that the employee simply cannot afford to be on sick leave.
Remote work reinforces the issue further. When it is possible to work from home, it becomes easier to “just carry on” despite being ill. The result is that recovery is delayed, and the risk of long-term health problems increases.
Consequences for both individuals and employers
Working while ill may seem efficient in the short term, but research shows that it often leads to:
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Prolonged recovery periods and increased risk of future sick leave.
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Lower productivity and poorer quality of work.
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Increased risk of long-term absenteeism and, in the worst cases, early retirement.
Studies suggest that the total costs of presenteeism often exceed those of absenteeism – precisely because the phenomenon is so common and often goes unnoticed.
How employers can prevent presenteeism
Reducing presenteeism is not about control, but about creating conditions that allow employees to take care of their health. Important steps include:
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Clear routines for reporting sick leave – including during remote work – so that reporting is simple for employees and follow-up is transparent for managers.
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Health screenings and regular check-ups that provide a holistic view of employees’ health and identify risk factors before they lead to long-term absence.
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Digital sick- and well-reporting systems that automatically document absence, identify patterns and provide managers with the data needed to act early.
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A supportive culture where it is acceptable to be off sick, even with milder symptoms, and where employees are not stigmatised for taking time off.
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Early support for managers, with routines for conversations and rehabilitation, making it easier to address employees at risk of long-term illness.
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Collaboration with occupational health services, where documentation and follow-up create a solid foundation for providing the right support.
Support in addressing presenteeism
For many organisations, tools that make it easier to monitor absence, identify risk patterns and capture early signs of ill health can be highly valuable. Health screenings and digital systems for sick- and well-reporting are examples of support that can provide employees with a sense of security and give managers a stronger basis for decisions.
This makes it easier to work long-term with employee health – and reduce the risk of presenteeism becoming an invisible workplace norm.
