Understanding employee absenteeism in the modern Australian workplace

Employee absenteeism has become a pronounced challenge for Australian organisations, with evolving work arrangements and heightened awareness of mental and physical wellbeing directly influencing attendance rates. The latest data from our 2025 Absence Management and Wellbeing Report found that a worker that’s entitled to ten days of leave will take around 11 days per year. 

Employee absenteeism in Australia: current trends and statistics

Absent employees can be a costly problem, costing between 7% and 8% of payroll costs altogether and over $4,000 per employee per annum. Of that, about 80% to 90% of all absent employees is reported for sick leave. With employee absenteeism is costing businesses billions and signaling wider problems like workplace health and safety, culture, or stress and mental health issue, effective tracking and management is vital to business success.

Notably, mental health concerns - driven by workload, external pressures, and personal illness - are rising, with more than half of employers reporting increased absences linked to mental health issues. This trend underscores the importance of proactive absence management and the implementation of support systems responsive to both physical and psychological health.

Telehealth solutions: bridging gaps in employee health access

Telehealth has rapidly become an essential component of absence management programs. By offering 24/7 access to medical professionals and triage services, telehealth platforms help employees address health issues promptly, reducing unnecessary workplace absences and supporting early intervention.

Our tele-triage and absence management centre handles over 500,000 calls annually, providing immediate support for health concerns and injury management. These services centralise absence data and enable more accurate tracking, equipping HR and occupational health teams with actionable insights to manage trends and compliance. Telehealth also ensures that support remains accessible across remote, hybrid, and on-site workforces, bridging critical gaps in healthcare delivery.

How absence management programs help employers reduce risk and cost and drive sustainable attendance

A holistic approach to employee wellbeing is pivotal in reversing employee absenteeism trends. Initiatives such as mental health support programs, flexible work arrangements and proactive employee engagement strategies can significantly reduce unplanned leave and foster a culture of trust.

Our survey data highlights that workplaces prioritising wellbeing report lower absence rates and improved employee satisfaction. Effective wellbeing strategies include mental health awareness training, access to employee assistance programs (EAPs), and regular check-ins to identify potential stressors before they escalate. By addressing the root causes of absenteeism, organisations can support sustainable attendance and enhance overall workforce resilience.

Integrating telehealth and wellbeing programs to reduce employee absenteeism

Combining telehealth services with comprehensive wellbeing initiatives yields the strongest results in absence reduction and employee support. Integration ensures that employees not only receive immediate medical advice but also benefit from ongoing mental health resources and proactive management of chronic or emerging health concerns.

Centralised platforms that bring together absence reporting, injury management and wellbeing tracking offer employers a unified view of workforce health. This allows for targeted interventions and supports compliance with complex legislative requirements. The synergy between telehealth and wellbeing programs positions organisations to respond dynamically to changing needs, ultimately strengthening workforce productivity and morale.

Best practice strategies for employers to measure and track absenteeism effectively

To address employee absenteeism effectively, leading Australian employers are adopting evidence-based practices such as escalation to senior management, return to work interviews and formal trigger reviews for repeated absences. These processes ensure accountability, foster open communication and facilitate early identification of underlying issues.

Investing in employee wellbeing and leveraging technology for absence management are essential strategies for building workforce resilience. By implementing best-practice frameworks, employers can reduce the direct and indirect costs of employee absenteeism, support compliance and cultivate a workplace culture that prioritises health, safety and productivity.

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