Work absenteeism is once again on the HR agenda following the report presented by Adecco and ANGED on September 30, 2026. The study analyzes large-scale distribution and shows the effect of absences on work organization. Source: Adecco and ANGED
For Human Resources, the challenge lies in understanding what is happening, preparing to cover the vacancies, and addressing the conditions the company can improve. An absence rate helps to identify a problem, but it doesn't explain its causes on its own.
What does the new report on absenteeism say?
The report estimates the additional cost of absenteeism in ANGED member companies at €240 million. 81.8% of the surveyed companies reported an increase in absences over the past three years. Furthermore, 72.7% are reorganizing teams to maintain operations. Source: Adecco and ANGED
The study is based on a survey of member companies, supplemented by other sources. Its results describe the situation: the 240 million figure does not represent the total cost of absenteeism in Spain. When comparing reports, it is essential to consider the time period, the population, and the definition of the indicator.
The relevance for HR is organizational. An absence may require redistributing tasks, adjusting a shift, or hiring a replacement. The response must protect both the continuity of service and the people who remain on the team.
Absenteeism and sick leave are different concepts.
In internal management, it's important to distinguish between sick leave, leave of absence, and unjustified absences. These situations have different causes and procedures. Grouping them together without criteria makes it difficult to know where the organization can intervene.
The operational definition of the indicator also matters. Some companies count certain absences, while others exclude them from their dashboard. Before reporting an increase, it's essential to maintain the same calculation criteria and compare equivalent periods.
A high number of absences does not demonstrate a lack of commitment nor does it imply fraud on the part of a staff. To interpret the data, HR needs to understand how absences are distributed and what is happening at work, without replacing the assessment of healthcare professionals.
How to measure absenteeism in a company
As a proposal for an internal dashboard, a rate can be calculated by dividing the hours of absence included in the indicator by the hours planned for the same period and multiplying the result by 100. The categories included and the denominator criterion must be documented.
Hypothetical example: If a company anticipates 10,000 working hours and records 500 hours of absences it has chosen to measure, the rate is 5.%. This calculation is for that internal indicator; it does not guarantee comparability with that of an industry report.
To understand its evolution, it's helpful to consider four indicators: duration of absences, number of incidents, hours needed to cover the positions, and additional workload assumed by the team. The same percentage can mask very different situations.
For example, a prolonged absence and several brief episodes may require different coverage plans. Breaking down the data by center or shift can guide questions, but a difference between teams does not prove that the cause is the schedule or the person in charge.
Five measures to better manage absences from HR
1. Organize the data before making decisions
Review the categories, eliminate duplicates, and ensure that template changes don't distort comparisons. Use aggregated data when it helps answer the question. The goal of the analysis is to identify organizational needs, not to create classifications of sick people.
2 Prepare a coverage plan
Identify tasks that require continuity and who has the necessary training to perform them. Define how to prioritize work when staff are absent. Recording coverage hours and their impact prevents organizational costs from being hidden behind the absence rate.
3 Review the organization and psychosocial risks
The INSST recommends considering safety and health in job design, in addition to productivity criteria. Among the relevant aspects, it highlights autonomy, the functions of each position, and the available support. These elements can be reviewed in conjunction with the occupational health and safety service. Source: INSST on organization
Their information on workplace stress suggests prioritizing organizational and collective measures. This includes reviewing job positions, shifts, and breaks, improving communication, and ensuring the participation of workers and their representatives. These guidelines do not guarantee a specific reduction in sick leave, but they help direct intervention toward working conditions. Source: INSST on stress
4. Coordinate the reintegration
After an absence, prepare information about any changes to tasks, tools, or equipment. When necessary, adapt the workstation with the relevant professionals. The return conversation should focus on organizing work and clarifying support needs, without becoming a clinical interrogation.
5 Review the results and adjust the plan
Assign a responsible party and a review date to each measure. Check if the coverage is feasible and if the team is handling a reasonable workload. Evaluate several periods and listen to those doing the work: a one-off decrease in the rate is not enough to attribute success to an intervention.
How to protect data when analyzing absences
The Spanish Data Protection Agency (AEPD) reminds employers that work-related absence documentation must respect data minimization and confidentiality. The health information required depends on labor law and applicable regulations. Therefore, it is not advisable to routinely request medical details or collect diagnoses to populate a performance dashboard. Source: AEPD on supporting documents
In practice, it defines the purpose of each piece of data and who needs access to it. It prevents a very small team's data breakdown from indirectly identifying an individual. It coordinates the analysis design with the organization's data protection officer.
Frequently asked questions about absenteeism in 2026
The report represents all Spanish companies
No. The results of the cited survey correspond to companies associated with ANGED. To obtain a national perspective, sources with that scope and a comparable methodology are needed.
A wellness program is enough to reduce absences.
Its usefulness depends on the needs identified. The INSST (National Institute for Safety and Health at Work) places organizational conditions at the heart of stress prevention. Offering individual activities does not replace addressing workload, shift, or support issues when they exist. Source: INSST on stress
What is the first step for HR?
Agree on what is measured and review how the work is covered. With that foundation, it is easier to distinguish a planning need from an issue requiring preventive or health intervention.
Develop your professional judgment in Human Resources
Analyzing absences, organizing teams, and making data-driven decisions are all related to HR work. If you want to focus your training on people management, review the content, practical experience, and requirements of the program you're considering.
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