Mental strain weighs almost as heavily as physical complaints on absenteeism
December 2025 - Today, mental problems are almost as likely to lead to absenteeism as physical complaints. A new IDEWE survey of 2,642 employees shows that 13% expect to be absent from work in the next six months due to stress, burnout, conflicts, or harassment. For physical complaints, the figure is 15%.
High work pressure and stress continue to weigh heavily
The results show that 18% of employees struggle with pronounced exhaustion and emotional distance from their work. 28% indicate that they experience a lot of work stress and almost 34% report a pronounced high work pressure. These are classic risk factors for long-term absence.
At the same time, employees are remarkably positive about the core of their job. A large majority feel involved in their work, are satisfied with the content, and experience sufficient variety and decision-making freedom. So the job itself is often not the problem; it is the circumstances in which it is performed that are.
Communication and employee participation remain weak areas
Organizations still have clear progress to make in terms of their internal organization and personnel policy. Less than half of employees feel well informed about important decisions. A small minority feel they have sufficient say, see clear opportunities for growth, or are satisfied with their terms of employment.
Nevertheless, a sense of loyalty prevails: almost seven in ten employees want to stay in their current job and more than six in ten would recommend their employer. This combination – high loyalty, but low participation and limited prospects – can, in the long term, create a breeding ground for frustration and dropout.
Support channels exist, but remain underutilized
Employees generally know where to turn for help with psychosocial problems. They indicate that they find support from colleagues and, in many cases, from their immediate supervisor. Formal channels, such as confidential advisors or psychosocial prevention advisors, are much less likely to be approached spontaneously.
The threshold for seeking professional support therefore remains high. This delays the early resolution of problems and increases the risk of complaints escalating into long-term absenteeism.
Towards a balance between physical and mental prevention
The study makes it clear that companies need to raise their mental health policies to the same level as their physical safety policies. This means picking up on signs quickly, facilitating open discussions, and lowering the barriers to accessing professional help. Organizations that actively pursue this approach not only reduce the risk of absenteeism, but also build a resilient, future-proof workplace.
