Mental health is reshaping the way organisations experience and manage absenteeism. What was once a secondary factor is now one of the primary drivers of time away from work.

A growing influence

Across Australia, mental health-related absence is increasing in both frequency and duration.

Unlike physical illness, psychological conditions often:

• Develop over time
• Require longer recovery periods
• Involve more complex return-to-work processes

Why this shift matters

Mental health-related absence presents unique challenges:

• It’s less visible and harder to identify early
• It often involves multiple contributing factors
• It requires more personalised support

Traditional absence management approaches are not always effective in this context.

The risk of inaction

Without appropriate support, mental health issues can escalate, leading to:

• Long-term absence
• Workers compensation claims
• Reduced engagement
• Higher turnover

What organisations can do

1. Create a supportive culture

Encourage open conversations and reduce stigma.

2. Train leaders

Equip managers to recognise and respond to early signs of distress.

3. Provide early access to support

Ensure employees can access help before issues escalate.

4. Rethink return-to-work

Adopt flexible, gradual approaches tailored to individual needs.

Final thought

Addressing mental health is not just about wellbeing, it’s about building a sustainable workforce.

For more information on how a positive absence strategy can help manage employee absenteeism in your organisation, contact our team today: enquires.healthsolutions@sedgwick.com