In many workplaces, “sick leave” has quietly become a form of escape. Not from illness, but from exhaustion, disconnection, and disengagement. And if you’re seeing a spike in absenteeism, it’s not just a health issue—it’s a leadership one.
According to the Australian HR Institute, absenteeism costs businesses over $3,600 per employee per year, with stress-related leave rising by nearly 25% in the past two years.
But here’s the uncomfortable truth: many employees aren’t abusing sick leave—they’re using it as a circuit breaker from a workplace that’s draining them.
When employees call in sick more often than they should, it’s often a symptom of deeper cultural issues:
So, what can leaders do to turn it around?
1. Replace Control with Curiosity
Instead of questioning the legitimacy of every sick day, start asking why people feel the need to take them. Ask them what can you do to help them improve their workplace environment and improve their attendance.
Is it burnout? A toxic team dynamic? Poor role clarity?
Getting curious, not cynical, builds trust—and uncovers root causes.
2. Re-energise the Culture
Create a climate where people want to show up—not just physically, but mentally and emotionally.
Recognise effort, give meaningful feedback, and make work feel connected to something bigger than a paycheck.
3. Make Leadership Human Again
Harvard research shows that employees who feel cared for by their manager are 3.2 times more likely to be engaged at work and 4.1 times less likely to call in sick unnecessarily.
The message is clear: leaders who listen, support, and show empathy drive performance and presence.
Excessive sick leave isn’t just about physical health—it’s about workplace wellbeing. If your team is constantly absent, don’t start with a stricter policy. Start with stronger leadership.
Because when people feel seen, valued, and supported, they don’t take days off to escape work—they show up ready to contribute.
