Highest number of sick employees in five years: tips for employers

In September and October 2025, the number of sick employees at work peaked compared to previous years. With winter approaching, chances are that even more employees will fall ill. For employers, it is important to be prepared. In this blog, find out how to deal with this and what preventive measures you can take.

Record number of sick employees in September and October 2025

In September 2025, 14.13% of employees were ill for at least one day. In October, this rose to 16.40%. This puts the figures higher than in the same months of previous years. Although sick hours were slightly lower than in 2023 and 2024, absenteeism remains an area of concern. In the first 10 months of 2025, 42.69% of employees were absent for at least one day due to illness - the highest rate in three years.

White-collar workers are absent more often; blue-collar workers are absent for longer

White-collar workers are more likely to be absent for shorter periods than blue-collar workers: 46.85% versus 39.09% in 2025. In contrast, blue-collar workers are sick for longer on average when they fall ill. The sector and size of an organisation also appear to have an impact. In social profit, the figures are highest, with 3.25% of missed working hours and 56.63% of employees sick for at least one day.

How do you handle absenteeism as an organisation?

With winter approaching, the risk of illnesses and viral infections in the workplace increases further. As an employer, how can you help curb absences and prevent infections? And which measures are effective and feasible in practice?

Well-being obligations as an employer 

As an employer, you are obliged to take measures to ensure the well-being of your employees while at work. That calls for a well-being policy tailored to the specific needs of your organisation. One of the areas to watch out for is the protection of employees' health at work. Prevention measures are an essential part of this.

1)    Vaccination policy

What can and may you do as an employer?

As an employer, you cannot force your employees to get vaccinated. However, you can encourage it, for example by: 

• providing information on vaccination options; 
• offering facilities for vaccination during working hours; or
• establishing a vaccination policy as part of the well-being policy.

Whether someone is vaccinated or not should not result in unequal treatment.

Note: when exposed to specific risks at work, certain vaccinations may be highly recommended or even mandatory.

What if your employee is sick because of a vaccine? 

If an employee falls ill after vaccination, the same rules apply as for any other incapacity for work. The employee must notify you immediately (via email, phone or verbally) and provide a sick note within two working days. That period can be extended via a collective labour agreement or labour regulations, but never shortened.

Since the end of 2022, employees can stay home sick for one day up to three times a year without a sick note. They therefore do not have to submit one if the employer asks for it. Only companies with fewer than 50 employees can deviate from this through a collective labour agreement or an amendment to the labour regulations.

Note: the federal government wants to limit this exemption from submitting a sick note to a maximum of twice a year. The other conditions remain unchanged. 

Read all the rules about sick notes here.

2)    Agreements on physical contact in the office

Besides providing information and facilitating vaccinations, as an employer, you can also make clear arrangements about physical contact in the workplace. Consider a code of conduct with guidelines on, for example, hugs or kisses in the office. Such a document makes clear what is and is not appropriate. This contributes to your employees' well-being, helps prevent undesirable behaviour and can reduce the risk of infection during waves of illness.

3)    Working from home to reduce workplace infections

There is no specific legislation on working from home during illness, but as an employer, you can set guidelines for situations where telecommuting is possible with mild symptoms. It obviously depends on the nature of the symptoms and type of work. Clear agreements take away the pressure to come to the office anyway when in doubt, while helping to limit infections in the workplace.

4)    Other preventive measures

If working from home is not an option within your organisation, you can still take preventive measures through clear guidelines on hygiene and ventilation. For example:

• information sheets on sneezing and coughing hygiene
• instructions for correct hand washing in washrooms
• hand gels or disinfectants in central locations
• regular and thorough cleaning of surfaces and areas
• sufficient ventilation in busy (office) areas.
• In addition, it pays to encourage a healthy lifestyle at work. Paying attention to sleep, stress, nutrition and exercise strengthens your employees' overall health and resistance. And as always, prevention is better than cure.