Mental Health in the Workplace: Absence Days Reach a Record High – Trends, Causes, and Solutions

Workplace absenteeism due to mental health disorders—including depression, chronic exhaustion, and anxiety—climbed to a new record level last year. This represents the fourth consecutive year of record highs. In 2018, there were 236 absence days per 100 employees. By 2021, this figure rose to 276 days, and last year it reached 301 days per 100 employees. The most dramatic year-over-year increases were seen among young professionals: a 24% rise for women aged 25-29 and a 29% rise for men of the same age. These findings come from the Psychreport by DAK-Gesundheit, which analyzed data from 2.4 million of its employed members.

A Concerning Trend, Especially Among the Young

"The new peak in mental health illnesses is alarming, as increasingly young adults are affected and missing work," says Andreas Storm, CEO of DAK-Gesundheit. Experts suggest part of the recorded increase may be linked to the new electronic reporting system for sick notes. Since early 2022, medical certificates are sent directly from doctors' offices to health insurers, eliminating the need for employees to submit them manually.

This electronic work incapacity certificate (eAU) likely captures more short-term cases previously missed. "In the current statistics, we have 31% more sick leave notes of very short duration. We presumably had an underreporting in the past, especially among people who were only ill for a few days per case," Storm explains.

Breaking Down the Causes: Depression, Adjustment Disorders, and More

Most absence days in the mental health category were due to depression. In 2022, this accounted for 118 days per 100 insured persons, a modest 9.2% increase from 2021. A more significant rise was seen in absences due to adjustment and stress-related disorders, which jumped 12.4% to 77 days per 100 insured. Other neurotic disorders, such as chronic exhaustion, resulted in 34 days, while anxiety disorders caused 23 absence days per 100 insured.

Mental Health Absence Statistics at a Glance

Demographic Insights: Gender and Age Disparities

The data reveals striking differences by gender and age. Men recorded 233 absence days per 100 employees, while women recorded 380 days. Furthermore, older employees generally have more mental health-related absences than younger ones. The highest values were among those over sixty. For women in this age group, there were 669 absence days per 100 employees. Women aged 55-59 had 512 days per 100 insured.

Despite higher overall rates among older demographics, the sharpest increases last year were observed in younger age groups. The most notable rise was among men aged 24-29, with a 29% increase in absence days. Women in the same age group saw a 24% increase. Women aged 20-24 also had nearly a quarter more absence days than their counterparts the previous year.

Implications for Employers, Health, and Disability Insurance

This trend has profound implications. For employers, it underscores the critical need for robust workplace mental health programs, supportive cultures, and effective absence management to maintain productivity and employee well-being.

From an insurance perspective, the rising tide of mental health claims impacts both public health insurers (like Germany's GKV) and private insurers. It increases pressure on systems designed for primarily physical health claims. For US readers, this mirrors concerns within employer-sponsored health plans and the growing recognition of mental health parity under laws like the Affordable Care Act.

• For Individuals: This data highlights the importance of understanding your health insurance coverage for mental health services, including therapy and counseling. It also underscores the value of income protection through disability insurance (Berufsunfähigkeitsversicherung), which can provide crucial financial security if a mental health condition prevents you from working long-term.
• Proactive Steps: Both employers and individuals should prioritize mental health prevention, access to Employee Assistance Programs (EAPs), and clear communication about available support and insurance benefits.

The record level of mental health absences is a clear signal: addressing psychological well-being in the workplace is no longer optional but a fundamental component of a healthy, sustainable workforce and a critical consideration for comprehensive health and financial planning.