From Moon Shot to Roof Shot: Is Presentism More Challenging to Tackle Than Absenteeism?

In the HR fraternity, the conversation often centers on absenteeism. For good reason: addressing it through health resources, relaxation spaces, and mental health support has proven to reduce absenteeism by as much as 33%. Even more promising, every rupee invested in these resources saves companies an impressive 2.5 to 3 rupees through enhanced productivity and reduced healthcare costs.

But here’s the other side of the coin: managing presentism.

Presentism — when employees come to work despite health issues, whether physical, mental, or emotional — can have far-reaching, and often less visible, impacts. Presentism can decrease productivity, disrupt team dynamics, and create an unhealthy work environment. This phenomenon is often driven by four key factors:

1. Fear of Job Loss: When employees fear that taking time off might jeopardize their job security, they show up even when unwell.
2. Toxic Work Culture: A culture that values "being seen" over true productivity can lead employees to prioritize presence over performance.
3. Financial Concerns: Economic pressures and concerns about paycheck reductions often lead employees to work despite their health needs.
4. Sense of Commitment: Loyalty to the company or their colleagues sometimes makes employees push through, even when their productivity and well-being suffer.

The impacts of presentism are significant, with negative effects on productivity, team dynamics, and employee morale.

Why Is Tackling Presentism So Challenging?

1. It’s Less Visible Than Absenteeism: Unlike absenteeism, where employees are clearly absent, presentism can go unnoticed. Employees may appear present and even productive on the surface, masking underlying issues such as mental health struggles, chronic stress, or other health concerns. Detecting and addressing presentism requires proactive approaches and nuanced management.
2. Linked to Mental and Emotional Well-being: Presentism is often fueled by stress, anxiety, or even depression—conditions that employees may feel uncomfortable discussing. Building a supportive workplace culture that encourages open conversations around mental health is critical to addressing presentism.
3. Impacts Team Dynamics and Morale: Presentism can have a ripple effect on teams. Employees who are disengaged or unwell often contribute less, leaving colleagues to shoulder extra workloads, which in turn affects morale and team dynamics. Managing this requires a whole-team approach and a clear framework to ensure realistic workloads.

Insights from Industry Experts: Recently, insights from Shailja (#Accenture) and Khushboo (#Volvo) at the People Matters Total Reward and Wellness Conference emphasized that tackling presentism means moving beyond “moon shots” of large-scale wellness programs to “roof shots” that actively improve day-to-day culture and support structures. In line with this, HCL’s Habit Health app, as highlighted by Shikhar, provides employees with a “Health GPS,” ensuring they can track and manage their health in real-time, fostering a culture that emphasizes well-being alongside performance.

Ultimately, addressing presentism is about “Why for What”: understanding why it exists (fears, culture, financial pressures) to inform what companies can do. Building a culture that emphasizes whole-person health, open communication, and true well-being can empower employees to perform at their best while caring for themselves. The call to action is clear: address presentism head-on, building healthier workplaces that value people’s well-being as much as their presence.