Employee absenteeism is one of the main challenges facing Spanish companies. This is not a marginal problem: according to Third Quarter 2025 Absence from Work Report Randstad Research, the absenteeism rate in Spain stood at 6.6% of the agreed hours, which equates to, on average each day, 1.48 million workers did not turn up for work. And the trend is upward: this figure represents a year-on-year growth of 3 tenths.
Behind these figures are real economic costs, teams that suffer, and a warning sign about the well-being of the people who make up organisations.
Absenteeism doesn't affect all sectors or all regions equally. The Randstad Research report for the third quarter of 2025 offers a detailed portrait:
Since 2019, both general absenteeism and sickness absence have shown a steady growth trend which shows no sign of spontaneously reversing.
It is a mistake to reduce absenteeism to the flu or a one-off injury. Human resources specialists and labour market studies point to a set of structural causes that companies need to address:
Musculoskeletal disorders, respiratory conditions and digestive disorders remain common causes of sick leave. However, mental health has become an increasingly significant factor: anxiety, chronic stress and burnout have become leading causes. The working environment, heavy workloads and a lack of emotional support within organisations contribute to this type of absenteeism.
When an employee does not feel valued, sees no prospects for development or feels that their efforts go unrecognised, the likelihood of absenteeism – whether justified or not – skyrockets. Presential absenteeism (being physically present but not performing) and short, recurrent periods of sick leave are classic symptoms of this disengagement.
The lack of flexibility to Manage work and family life This creates stress that ultimately affects their work. When employees are unable to adapt their working hours to the needs of looking after children, elderly relatives or dealing with everyday unforeseen circumstances, their only option is often to take sick leave or be absent from work.
Conflicts between colleagues, poor leadership from middle managers, or the perception of unfair treatment are factors that significantly increase absence rates. A person who does not feel comfortable in their work environment will consciously or unconsciously seek a way to not be there.
Personal financial circumstances also influence absenteeism. Financial stress is a risk factor for mental health and can lead to absenteeism indirectly. When an employee feels that their salary is not enough to make ends meet or that they cannot afford certain basic necessities, the accumulated pressure ultimately affects their performance and attendance.
There is no magic solution, but there is a set of measures that have proven to be effective. The key lies in tackling the causes, not just the symptoms.
Offer access to health insurance, regular medical check-ups, psychological support or stress management programmes It has a direct impact on sick absence.
According to data collected by the Edenred ROI calculator, wellbeing and work-life balance programmes can reduce absenteeism by around 10% at a conservative estimate, with some studies suggesting as much as estimate that impact at up to 17.7%.
Giving employees a degree of control over their working hours and the option to work from home where the nature of the role allows is one of the measures that delivers the greatest return. Flexibility reduces absenteeism linked to work-life balance and improves employees’ perception of their company, which in turn strengthens their commitment.
Invest in Manager training, fostering open communication and detecting conflict hotspots early Discomfort within teams are high-value preventative actions. The role of middle management in retaining talent and reducing absenteeism is often underestimated.
Ensuring employees know that their work matters, that they have a career path within the company, and that there is a plan for their development is one of the biggest antidotes to disengagement. Structured recognition programmes – not just informal «thank yous» – have a measurable impact on commitment and productivity.
Of all the measures available, the Flexible remuneration It stands out for its ability to simultaneously improve several of the factors that cause absenteeism: the employee's financial well-being, access to health services, work-life balance, and level of commitment to the company.
A Flexible Remuneration Plan allows the employee to allocate part of their gross salary to products and services with tax advantages: meal vouchers (Ticket Restaurant), Edenred Mobility, Nursery, Health insurance, training… The result is that the professional gets more for the same wage cost, because part of their remuneration is exempt from income tax.
For the company, the impact is threefold: Savings on social contributions, greater employee satisfaction and loyalty, and a reduction in absenteeism associated with improved perceived well-being. It is no coincidence that employee benefit plans have become consolidated as one of the most effective instruments in the human resources policies of companies that lead the rankings for workplace climate.
Well-designed Flexible Benefit Plans act directly on several of the causes of absenteeismalleviate the worker's financial pressure, improve their access to healthcare (reducing absences due to medical causes not attended to in time), and strengthen the emotional bond with the company.
This is the question many HR managers and CFOs ask themselves – and one they rarely get a concrete answer to.
Edenred ha desarrollado una [transacción/solución/herramienta/plataforma] ROI Calculator for Businesses which allows you to estimate it on a personalised basis. The tool starts with the actual data from your workforce: number of employees, average salary, and current absenteeism rate.
From there, apply the estimated reduction that a benefits and wellness plan can generate on absences — around 10% according to conservative estimates, using studies covering up to 17.7%—to calculate how many days of sick leave would be avoided and what savings this would represent in terms of productive hours regained and replacement costs saved.
With an average absenteeism rate of 6.6%, as reported by Randstad Research for the third quarter of 2025, Even a moderate reduction has a very relevant economic impact. The result is a specific number: how many euros the company recovers for each euro invested in the benefits plan, calculated on the sole vector that occupies the centre of this article.
I want to calculate the savings from reduced absenteeism!
The upward trend in absenteeism in Spain, which has been steadily increasing since 2019, will not be reversed by waiting. The companies that are achieving results are those that have decided to understand the real causes—not just react to the symptoms—and implement structural measures that affect the well-being, motivation, and financial situation of their employees.
Flexible remuneration and employee benefit plans are, in this context, among the most cost-effective tools available today.. Not just for the fiscal impact, but for what they convey: that the company truly cares about the people who make it up.
If you want to know exactly how much your company could recover with a well-designed benefits plan, Calculate your ROI now with the Edenred toolEnter your organisation's data and get a personalised report in minutes.
Content and marketing specialist committed to putting people at the heart of the workplace. I am passionate about working in a sector where content can contribute to improving working conditions and the well-being of professionals. My approach combines creativity and strategy to communicate messages that truly impact and connect with the audience's needs.
