Absenteeism

The International Labor Organization defines absenteeism as “non-attendance at work by an employee who was thought to attend, excluding vacation periods and strikes, and absenteeism for medical reasons such as the period of sick leave attributable to an individual's disability". Therefore, we can differentiate between justified absenteeism (related to health problems that require a visit or medical leave, paid or unpaid leave, unexpected contingencies that are communicated to the company, lack of attendance for the legitimate exercise of a right, etc) and unjustified absenteeism (absences in which the employee does not notify them or have cause to prove the lack of work). It will depend on the legal system in each case. what is considered an excused absence and what is not.

Absenteeism can become a problem for companies of any size. It can be controlled with presence controls and/or employee access controls, although these means do not control face-to-face absenteeism or face-to-face attendance. Therefore, if what is desired is to minimize the impact on productivity, the most appropriate means is to create an environment where employees are motivated, where stress is minimized and participatory environments are fostered where the employee knows what their purpose is and can develop their abilities.