Absenteeism refers to the habitual non-presence of an employee at their job without a valid reason. It is a management problem and is framed in economic or quasi-economic terms. Absenteeism is viewed as an indicator of poor individual performance, as well as a breach of an implicit contract between employee and employer. It is also seen as an indicator of psychological, medical, or social adjustment to work.

Absenteeism is different from other forms of absence, such as vacation, personal leave, or occasional illness, which are considered reasonable and customary. Chronic absenteeism is when an employee is consistently absent from the workplace, which impairs them from doing their work in a timely and productive manner.

The impact of absenteeism can be negative for both employees and employers. Employers run the risk of lost productivity and labor costs, ultimately affecting the businesss bottom line. Chronic absenteeism disrupts the business’s day-to-day operations and can lead to decreased morale among other employees.

The main causes of absenteeism include burnout, harassment, mental illness, and the need to care for sick parents and children. Heavy workload, stress, lack of motivation, personal issues, depression, and family care are also common reasons for absenteeism.

To manage absenteeism, a step-by-step process has been identified, which includes identifying chronic absenteeism, identifying the reasoning behind the absences, working with families to address issues, and offering positive reinforcements if necessary. Implementing a wellness program and understanding the most common causes of absenteeism can also help minimize the time people miss out on work.

In conclusion, absenteeism is a habitual pattern of absence from a duty or obligation without good reason. It is a management problem that can negatively impact both employees and employers. Understanding the causes of absenteeism and implementing strategies to manage it can help minimize its impact on the workplace.