Working sick: Avoiding presenteeism through a resilient corporate culture
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reading time: ca. 8 minutes
- Presenteeism occurs when employees go to work instead of recovering from illness.
- The reasons for presenteeism are numerous - and so are the consequences. The negative effects affect both employees and companies.
- Menstrual problems are closely linked to presenteeism. Period pain makes daily work difficult for people who experience it. This issue is often ignored.
- A strong and resilient corporate culture helps to reduce presenteeism.
- Through targeted measures, companies can promote resilience on site and among individual employees.
- By using specific actions, companies can strengthen resilience both in the workplace and in their employees individually.
Going to work sick despite physical or mental complaints – that's presenteeism. Menstrual pains, in particular, are often simply ignored. How can we create a work culture that promotes health and productivity? Resilience and cycle-oriented working offer solutions for a healthy working day. Find out how a resilient corporate culture can really help.
Every company knows it: the colder it gets, the more often employees fall ill. Colds, flu, and seasonal infections spread. But not everyone takes the necessary time to recover. Some still come to the office or continue to work from home. This is called: Presenteeism.
Personal reasons may include strong needs to fulfil duties, a high level of loyalty to colleagues or underestimating the illness.
Work-related reasons are often caused by excessive work pressure, tight deadlines or understaffing in the company. The corporate culture can also affect this. If a company views being absent or sick as a weakness, employees may feel they have to show up despite feeling unwell.
A survey conducted by the European Working Conditions Survey (EWCS) in 2015 shows just how common presenteeism is. Around 42 percent of employees in the EU had worked sick at least once in the previous year.
The consequences of presenteeism
Presenteeism and its consequences are complex.
Presenteeism can also have advantages for chronically ill people. Going to work despite being physically unwell is part of everyday life for people with chronic illnesses. Employees with chronic illnesses often feel better integrated if they can work despite their health restrictions. The workplace offers structure and a sense of normality.
At the same time, presenteeism leads to a number of negative effects that outweigh the positive ones:
Presenteeism has created new challenges, especially after the COVID-19 pandemic and the sharp increase in working from home. When working from home, many people find it difficult to draw a clear line between work and rest. As a result, they don't manage to take enough breaks and recover properly. This often leads to stress and overload and makes it more difficult to fully recover.
Difference between younger and older generations
When it comes to presenteeism, there are not only differences between different work models but also between generations. Older generations rarely or never go to work when they are sick - as shown in a study across Germany by TK-Krankenkasse in 2022. According to the study, almost 75 per cent of people over the age of 60 never go to work sick. In comparison: For younger employees, this number is just under 50 per cent.
Presenteeism and period pain: an unseen problem
It's not just generational differences that affect presenteeism. There are other factors that are often forgotten. One example is the situation of people who work during their menstruation despite experiencing severe pain. Period pain is very common. However, it is often not taken seriously enough.
A representative Dutch study analysed over 32,000 women aged between 15 and 45 and showed that menstrual symptoms have a significant impact on productivity. About 81% of the women still go to work, even when they have symptoms. This presenteeism leads to an average loss of productivity of around 23 days per year. Presenteeism has a greater impact than being on sick leave.
How cycle-oriented work affects productivity – A conversation with Franziska Ruhnau
The topic of menstruation remains a taboo in many parts of society. It’s important to talk about it openly and without prejudice. That’s why we spoke with Franziska Ruhnau.
Franziska Ruhnau is a certified systemic coach, cycle coach, and social scientist. She is well-versed in cycle-oriented work and understands how much the menstrual cycle affects one’s productivity.
Why is it important to give more attention to menstruation and the menstrual cycle in the work context?
»As a coach for cycle-oriented work, I see every day how the menstrual cycle significantly affects our energy, productivity, and well-being. In a work environment that is often focused on linear and constant performance, we ignore that our bodies function cyclically. This is especially important for menstruating individuals, as hormonal fluctuations can have direct effects on our physical and mental state.
It's essential to give this topic more space because only then can we create truly sustainable working conditions. Flexible working hours, mobile work models, and above all, the acceptance of natural fluctuations in performance are central aspects.
When we allow ourselves to acknowledge that there are times when we’re not working at our highest level, we not only create a healthier work environment but also promote productivity in the long run.
Performing at 100% all the time is simply an illusion. We all have days when things don't go as planned, whether due to cycle-related discomfort, illness, or emotional challenges. By fostering an open and respectful approach to these natural fluctuations, we can not only improve work efficiency but also enhance employee well-being.«
What does this mean for companies?
»For companies, this means creating frameworks that don’t ignore hormonal differences but integrate them. Understanding that performance is not always linear and having the courage to talk openly about the menstrual cycle creates an environment where all employees – whether menstruating or not – feel supported and understood.
Ultimately, it’s about bringing humanity into everyday work. No one is equally productive every single day, and accepting that is one of the greatest forms of self-care that we can grant ourselves and others in the workplace.«
5 tips from our expert for a supportive company culture
- Awareness of hormonal differences: Leaders should educate themselves on how hormonal fluctuations affect performance and integrate this knowledge into their work structures. Additionally, knowledge should be made available to all employees, for example through workshops on how to manage the cycle in the workplace, as well as information in the company’s intranet and workspaces.
- Free menstrual products and support: Provide free menstrual products in all restrooms, along with care boxes containing pain relievers, dark chocolate, various teas, hot water bottles, etc. These small things make a huge difference when someone is unexpectedly affected by menstruation at work.
- Openness and transparency: An open approach to the topic of menstruation and the menstrual cycle helps to break the taboo and creates an environment where employees feel understood and supported.
- Flexible working conditions for all: Not only menstruating people, but all employees benefit from flexible working conditions that take individual needs into account.
- Recognise that we are all humans: There should be an understanding that employees are not machines but people with varying needs and phases in which they are not always 100% productive.
Resilient corporate culture as a solution
Presenteeism often leads to less productivity and long-term health problems.
A strong and resilient corporate culture helps to minimise this issue. Resilience plays a key role here, as it strengthens both individual resilience and the collective adaptability of the organisation.
Open communication, strong health awareness, psychological safety and support characterise this corporate culture. Such a working environment can help to prevent presenteeism in the long term.
Long-term benefits of a resilient corporate culture
Studies such as the 2021 Absenteeism Report show how important resilience is for staying healthy at work. In companies with resilient employees, there are fewer sick days and less presenteeism. When a company's resilience is low, things go the opposite way. An employee’s personal resilience is also very important. Resilient people are less likely to get sick and don't feel pressured to work when they are unwell.
- Increase in productivity and motivation: When companies care about their employees' well-being and support their resilience, employees are more motivated. They become more dedicated to their work, more productive, and adaptable.
- Reduction in presenteeism and sickness-related absences: If people pay more attention to their mental and physical health, sickness-related absences and presenteeism are reduced. Longer periods of absence, for example due to mental overload or burnout, happen less often.
- Retention of employees: A resilient corporate culture leads to stronger employee loyalty to the company. Employees feel respected and supported. This leads to less staff turnover and employees stay with the company for a longer period of time.
- Dealing better with crises and change: A resilient company can handle crises inside and outside the company more effectively. Whether economic challenges, technological changes, or social disruptions: A resilient culture prepares the company to adapt faster and more effectively.
- Strong corporate culture as a competitive advantage: A company that promotes resilience and employee well-being sets itself apart from the competition. This not only has a positive impact on employee performance, but also on the employer brand.
Strengthen resilience in the company
- Promote self-care and work-life balance: Companies can set up programmes to promote physical and mental health such as company sports, meditation, psychological support, and stress management training. Offering flexible working hours or allowing employees to work from home can help them balance their workload. This makes it easier for them to maintain a healthy work-life balance.
- Provide resources for mental health: Mindfulness training helps people become more aware of their own health. Regular health check-ups at work also support this. Both of these actions can reduce stress.
- Enable a positive error culture: In an open error culture, mistakes are seen as a chance to learn. Employees do not develop a fear of making mistakes. Instead, they are encouraged to take risks and try out new creative ideas. A culture of error not only strengthens individual resilience, but also the collective adaptability and resilience of the team.
- Strengthen team culture and collaboration: Team-building measures strengthen collective resilience and give employees the feeling that they can count on each other in times of crisis. Collegial networks help to pass on knowledge and create trust among employees.
- Promote a culture of open communication: Transparent dialogue and feedback are important for communication within the company. A resilient corporate culture thrives on open communication. Employees should be able to share their concerns without being afraid of consequences.
- Managers as role models: Managers promote resilience by acting in an appreciative and supportive way, not by putting pressure on people. Coaching sessions for managers help them notice and appreciate the resilience of their employees. This contributes to a healthy and strong company culture.
Honesty and empathy are key to a healthy work culture
Companies should focus on creating healthy working conditions to prevent presenteeism. A good working environment, clear tasks, and the avoidance of overload helps employees stay healthy – both physically and mentally.
In a resilient corporate culture, employees come first. They know that it is okay to take a step back when they need to. This makes them more productive over time and gives them a sense of security. They feel confident enough to talk openly about their health and do not come to work out of a sense of duty when they are ill.
Flexibility in the workplace is especially important for employees who menstruate. An open and healthy work culture is crucial for this. It helps to reduce the loss of productivity and improve the well-being of those affected from symptoms.
