Reducing absenteeism due to mental stress and illnesses: 7 tips for what companies can do

Hamburg, August 16, 2023 – Recent evaluations and studies confirm once again: Absenteeism due to mental stress and illnesses in companies has risen dramatically in recent months.
The reasons are diverse and rooted not only in work-related but also personal factors: high stress from crises, financial worries, frequent technology use, and social isolation. The consequences affect not only the individuals and their immediate work environment but also the companies and leaders, who, amidst a skills shortage, must compensate for rising absenteeism and the mental strain on their workforce. The fact is: companies have no choice but to actively address absenteeism.
Reinhild Fürstenberg, founder of the eponymous institute and mental health expert, offers seven sustainable action impulses:

1. Clear Management Decision to Prioritize Health

Employee health has become a competitive factor and should regularly feature on the agenda of every management team, strategically monitored and managed through measurable KPIs. The foundation for a healthy, productive workforce with lower absenteeism is a shared alignment involving HR and employee representatives, aiming to integrate health into everyday structures and processes rather than delegating it solely to occupational health managers.

2. Clear Policies and Structures for Managing Mentally Stressed Employees

A transparent process for dealing with mentally stressed or ill employees not only provides leaders with the necessary confidence but also ensures early intervention and solutions. This includes guidelines for maintaining contact during extended sick leaves and clearly defined processes for the corporate integration management (BEM).

3. External Employee and Leadership Counseling as a Resource for All

Many companies now offer external employee and leadership counseling or mental health coaching, allowing employees to work on their mental health independently and proactively. Employees can access support 24/7, speaking confidentially and anonymously with professional advisors, not only in crises but also preventively when work or personal challenges hinder their focus. Leadership-specific advisors are also available to support managers in handling mentally stressed employees. Some companies now include therapy referral services as part of their counseling offerings.

4. Training and Support for Leaders, HR Managers, and Employee Representatives

Leaders can significantly influence the motivation of their mentally stressed employees to seek professional help, enabling them to regain strength and performance. In many companies, training on healthy leadership is already a standard practice. Increasingly, organizations are also offering exchange groups for leaders, HR managers, and employee representatives. Experience shows that for leaders to focus on their teams’ health, companies must first invest in the well-being of their leaders.

5. Continuous Improvement of Healthy Work Conditions

A strong health culture naturally integrates health with employee productivity. For instance, regular implementation of the legally required Psychological Risk Assessment (GBU Psyche) ensures ongoing efforts to improve mental health conditions. Targeted tools, like the Business Health Index (BHI), identify areas of employee mental strain and calculate potential productivity gains or losses.

6. Empowering Employees to Maintain Mental Health and Resilience

Maintaining mental health requires not just knowledge but consistent attention, which companies can foster through simple measures. These include stress management, time and energy management, mindfulness, resilience training, and promoting healthy lifestyles. Good social connections and relationships are also critical for mental stability, well-being, and vitality. Companies should ensure their teams remain dynamic and connected, even in remote work scenarios.

7. Open Communication About Mental Health

Although mental health topics are increasingly discussed, many employees still expend significant energy hiding their struggles at work, often out of fear of insensitive reactions. It is crucial to address mental health issues in the workplace as openly as any other health topic.

About the Fürstenberg Institute

For over 30 years, the Fürstenberg Institute has been helping companies and organizations sustainably improve the mental health and performance of their employees and leaders. As a market leader, its core competencies include Mental Health Coaching to strengthen individual mental well-being and Corporate Health Consulting, aimed at establishing healthy frameworks for efficient and future-ready work environments.

At the Fürstenberg Institute, qualified systemic advisors are available to employees and leaders around the clock to address challenges related to work, personal life, and health—always confidential and free of charge for employees and their families. Employees from client companies can access these services online, via telephone, or in person at over 80 locations across Germany in more than 20 languages. The Fürstenberg Institute’s portfolio also includes the Health & Safety division, providing modern occupational health and safety solutions.