Vassia Manika | Corporate Wellbeing Innovator
One of the most misleading signs in a business is a full office, a fully staffed shift, or a team with few recorded absences. Physical presence does not always mean full functional capacity.
In my discussions with managers and teams, I often see that the problem only becomes visible once it has already turned into delays, mistakes, tension, or employee turnover. Until then, the person remains at their post and continues trying. This is the silent territory of presenteeism.
What Is Presenteeism?
The term describes a situation in which an employee is present at work but, due to a physical or mental health issue, fatigue, or intense pressure, is unable to function at the level they could under better conditions.
This is not about laziness or a lack of professionalism. Very often, it involves people with a strong sense of responsibility who continue working even when they have depleted a significant part of their available resources. The effort is still there, but concentration, energy, and emotional availability have become limited.
Why the Cost Remains Invisible
Deloitte UK estimated in 2024 that poor mental health costs UK employers approximately £51 billion annually. Presenteeism accounted for the largest component, with an estimated cost of around £24 billion. These figures relate specifically to the UK market and cannot automatically be applied to every country or business, but they highlight the scale of a cost that does not easily appear in absence statistics.
The World Health Organization estimates that depression and anxiety result in the loss of approximately 12 billion working days worldwide each year and around $1 trillion in lost productivity. These estimates do not mean that every decline in performance is caused by mental health issues. They do, however, remind us that health and the ability to work are inextricably linked.
How It Appears in Day-to-Day Operations
Presenteeism does not have a single form. It may appear as slower information processing, difficulty making decisions, more frequent mistakes, withdrawal from collaboration, or an inability to manage ordinary levels of tension. It can also be hidden behind excessive working hours, when a person needs more and more time to complete the same task.
There may be many causes: sleep problems, musculoskeletal pain, anxiety, burnout, financial insecurity, caring responsibilities for a family member, chronic illness, or a work environment characterized by constant interruptions and conflicting demands. This is why caution is needed before attributing such difficulties to an individual’s attitude.
VASSIA’S PERSPECTIVE
“Presenteeism is often the silent form of absence: the body is at work, but the energy, concentration, and capacity for meaningful participation are not available.”
– Vassia Manika
What Can the Organization Do?
Addressing presenteeism does not mean monitoring people or collecting sensitive personal data. It means that the organization responsibly observes patterns in the way it operates and creates safe pathways to support.
- Examine aggregated data on absences, overtime, errors, turnover, and workload, without turning these indicators into a means of monitoring individuals.
- Train managers to recognize changes in functional capacity and conduct safe, non-diagnostic conversations.
- Create confidential referral options and pathways for early support.
- Reassess priorities, roles, staffing, and practices that perpetuate overload.
- Listen to employees’ qualitative feedback so that the numbers can be interpreted within their real-world context.
Workplace Wellbeing creates business value when it helps an organization identify early on what is reducing functional capacity and intervene before difficulties turn into absence, conflict, or employee turnover.
Discover how Workplace Wellbeing services and tools can be tailored to the needs of your organization.
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About the Author
Vassia Manika is a Corporate Wellbeing Innovator, Clinical Dietitian-Nutritionist, Adult Educator, and Executive & Health Coach. With more than 20 years of experience working with people, teams, and organizations, she designs evidence-informed interventions that connect wellbeing with leadership, culture, and sustainable performance.
© Vassia Manika / ErgoProlipsis, 2026. Republishing is permitted only with clear attribution to the author and the original source, and with an active link.
