Presenteeism — when employees are present on the job but not productive — is traditionally defined as working while ill. Although this can occur when employees are temporarily sick, like working with a cold or flu, a larger issue is when a chronic condition negatively impacts an employee’s performance over a long period. Studies show that chronic pain and behavioral health issues contribute to lost productivity costs in the hundreds of billions of dollars, and long COVID has emerged as an additional medical condition impacting worker productivity.

There are a variety of strategies companies can use to reduce presenteeism in their workforce, starting with existing resources that are already in place to support well-being and encourage employees to stay at work. For example:

• Internal resources for identifying reasonable accommodations: HR partners, ADA or equal employment opportunity departments, in-house ergonomists, and/or facility management personnel can help identify and implement adaptive equipment to relieve physical discomfort associated with many medical diagnoses.
• Employee wellness benefits: Offering employees access to exercise classes, yoga, or meditation sessions can help improve overall health and mental well-being.
• Disease management programs: Commonly offered by employer-sponsored health plans, these programs may be available to address chronic pain, anxiety, and depression.
• Employee assistance programs (EAPs): EAP services are an excellent resource for addressing mental health and substance use issues.
• Anti-stigma campaigns: These campaigns have been shown to increase employees’ utilization of EAP services and behavioral health treatment, and there are free resources available online.
• Healthcare navigation services: These services can assist workers with locating specialists and securing appointments at pain management clinics, behavioral health providers, and long COVID clinics that are accessible to the employee.
• ADA service providers: These service offerings can offer unique or cutting-edge accommodations for employees.
• Disability insurance providers: Disability providers typically offer stay-at-work benefits, which are often underutilized, that can directly address underlying medical conditions causing presenteeism.

Maximizing existing programs helps reinforce employee wellness strategies. It is vital that employers continually review available services offered through their benefits providers, and ensure that clear, streamlined referral processes are in place for employees to utilize those services.