Workplace health initiatives do little to reduce sick leave

Health problems cost companies and economies a great deal of money. This is not only due to absenteeism, but also because many people work despite feeling unwell and consequently perform less effectively – experts refer to this as presenteeism. In the face of stress, mental strain, physical ailments and a shortage of skilled workers, many employers are turning to voluntary workplace health initiatives, such as exercise programmes, mindfulness training, nutrition programmes or workshops on workplace atmosphere. 

A study by the School of Medicine at the University of St.Gallen (MED-HSG) sought to clarify which of these interventions actually reduce sick leave and whether they are financially viable for companies. For this systematic review, the research team evaluated studies published in OECD countries between 2004 and 2024. Out of 2,624 hits, 23 studies were ultimately included in the meta-analysis.

Mental health and stress-reduction measures are most effective

All in all, the results were mixed. Across the studies evaluated, the number of sick days did not decrease to a statistically significant extent; on average, there were only 0.18 fewer days per employee per year, with a high degree of uncertainty surrounding this figure. In terms of financial returns, however, a positive trend emerged: for every euro invested, there was an estimated average return on investment (ROI) of 1.92 euros – although this figure is also subject to a high degree of uncertainty. The only measures with a clear impact were those relating to mental health and stress reduction: they were the only intervention group with a statistically significant positive ROI of 2.99 euros.

More targeted measures called for

For companies, this means above all: “Focusing solely on sick days is not enough,” says Jonas Backes from MED-HSG, who contributed to the study. The researchers suspect that the economic benefit of many programmes is more likely to be reflected in employees working more productively despite health issues – in other words, less presenteeism. Prof. Dr Alexander Geissler from MED-HSG also advises: “Health measures should be tailored more specifically to actual workplace stresses, and managers and employees alike should be more closely involved in their design and implementation.” However, in order to better assess the impact of workplace health measures scientifically, more standardised evaluations, a more direct measurement of presenteeism, longer follow-up periods and more evidence from outside OECD countries would be required.