The news has gone now viral. It is all over the media (*). Spain’s Social Security has formally requested that the OCDE investigate the increase in absenteeism and suggest changes. The need to address this trend immediately has also been emphasized by the Ministry of Employment.
This request marks a turning point: absenteeism is no longer being treated as a marginal HR issue, but as a systemic challenge that directly affects productivity, competitiveness, and the sustainability of the social system itself. Its importance is growing by the day and leaders cannot risk to ignore it.
Why it matters: Absenteeism is consuming 7.0% of contracted hours in Spain (Q1-2025), with ~1.52 million people absent on an average day (Randstad Research, Q1 2025). The pattern is supported by the INE, which shows that in late 2024, over 1.4 million hours daily were lost, 6.7% of which were related to health. If organisations (and the system) reduced that rate by just 1 percentage point, Spain would recover hundreds of millions of productive hours per year, based on EPA (Encuesta de Población Activa) employment data and ETCL (Encuesta Trimestral de Coste Laboral) agreed hours ( EPA-INE. and ETCL. ).
And, note this: absenteeism is not only related to temporary incapacity (IT). While medical leave explains most hours lost, other factors such as caregiving duties, stress, disengagement, and the absence of support during key life transitions also play a decisive role.
To address these challenges, organizations must move from reactive absence management to proactive cultural transformation. Axter’s Absenteeism Reduction Plans provide data-driven strategies to uncover the real causes of absenteeism—whether structural, behavioral, or emotional—and implement interventions that restore engagement, reduce costs, and sustain performance over time.
Life Moments: A Hidden Driver of Absenteeism
Behind every percentage point there is people going through life moments that reshape their relationship with work. A new parent adjusting to sleepless nights. An employee managing the care of an ageing parent. A colleague facing the physical and emotional recovery of illness. A senior professional reflecting on their future role as retirement approaches.
These are not exceptions – they are certainties in every workforce. And when organisations fail to anticipate them, absenteeism rises and engagement fades.
Some life moments are predictable and universal. Every organisation will see employees become parents, care for family, face illness, grow into new roles, and prepare for retirement. How organisations choose to respond makes the difference: ignoring these transitions leaves people vulnerable and absence levels high, while anticipating and supporting them helps employees bring back their energy, trust, and commitment to work.
By acknowledging and preparing for these “life moments,” companies can foster psychological safety and belonging. When employees feel supported during personal transitions, they are more likely to remain engaged and loyal. Forward-thinking leaders integrate empathy with data to balance flexibility and performance — turning potential disruptions into opportunities for growth and retention.
Simple Actions That Make a Difference
Supporting employees during vital moments does not always mean complex programmes. Small, thoughtful actions can also build trust and loyalty – and they prevent short-term absences from becoming long-term disengagement:
Flexible working hours or Teleworking for demanding personal situations for instance to new parents or caregivers to better address personal and professional demands.
Gradual return-to-work plans after long illnesses, with adapted tasks or reduced hours during recovery.
Access to mental health or caregiving support, from information resources to counselling or assistance lines, especially during stressful transitions.
Recognition and open communication so employees feel seen and valued when navigating life changes.
We know that one solution does not fit all. Also, no two companies are alike, and neither are our solutions. Let’s talk about how we can help you embed engagement and well-being into these life moments reducing absenteeism, protecting performance, and creating cultures where people thrive.
Organizations that implement tailored well-being strategies see measurable results — fewer absences, greater productivity, and stronger culture. Through a combination of leadership alignment, data insights, and employee-focused interventions, Axter helps companies translate care into competitive advantage.
Ready to see it in action?
Transform absenteeism into engagement and resilience.
Book a demo with our experts to explore how Axter’s solutions can reduce lost hours and help your people — and business — perform at their best.
