Absenteeism: Decoding key figures for 2025 & challenges for executives

Analyses

4 minutes

06 July 2026

Since Covid, the notion and definition of absenteeism in companies have completely evolved. For the first time, the majority of sick leaves are related to psychosocial risks. The age group 18-30 years old is making a breakthrough in the ranking of categories affected by sick leaves. The entire France is affected by this increase, no department is spared. The human management of these sick leaves is an additional headache for HR managers.

Absenteeism is no longer just an HR indicator. It has become a revealer of the overall health of the company. 
The figures for 2025 are clear: the absenteeism rate reaches 4.8% a record level increased by 50% since 2019 But beyond this progression, it is the transformation of the phenomenon that is striking. Long-term absences now represent more than two-thirds of absenteeism. At the same time, historically less affected populations are shifting.

The key figure to remember: absenteeism is increasing everywhere in France.

If economic realities differ according to territories, one constant remains: No region is immune to the rise in absenteeism. . 
In 2025, the national rate reaches 4.8% ( +5 % means an increase of 5 percent. In one year, with regional disparities reflecting different economic contexts without challenging the underlying trend.

  • Hauts-de-France : 6 percent the highest level in France.
  • Normandy : 5.6% , Great East : 5.5% and Île-de-France translates to "Island of France" in English. : 5.1% Also among the regions most affected.
  • The rates remain more contained in Occitanie ( 4.2% and in Brittany ( 4.4% but they are also making progress.

The message is clear: absenteeism is no longer a local or sectoral phenomenon. It is becoming a national issue that concerns all companies, regardless of their location, size, or activity.

Whether it is located in Lille, Lyon, Paris, Toulouse or Marseille, every company is now facing the same challenge: Understanding the new causes of absenteeism to act before it becomes a lasting hindrance to performance. Social protection, prevention, and analysis of HR data are no longer peripheral subjects; they are now essential. Strategic levers of competitiveness .

Réunion entre collègues autour d'un ordinateur

New at-risk profiles

The. less than 35 years old record a growth of more than 10 percent From their absenteeism. They accumulate more very short absences, but also a marked increase in absences of more than six months. cadres They too, see their situation deteriorating: for the second consecutive year, their absenteeism is increasing. 8 percent while the average duration of their stops now exceeds that of non-executives. 
Even more worrying, a category is emerging as a real weak signal: the men executives aged 30 to 45 years The absenteeism rate is increasing. 16 percent In one year, mainly due to the explosion of very long-term stops.

This evolution is not insignificant. It accompanies another major trend: Psychological disorders are now the leading cause of long-term sick leave. representative 38 percent In cases. Among employees aged 30 to 35, more than half of long-term absences are now linked to mental health. The average age of onset of these pathologies continues to decrease.

For HR managers, CFOs, and executives, these numbers change the nature of the subject. Absenteeism is no longer just about managing daily allowances or insurance. It becomes a issue of sustainable performance, business continuity, talent retention, and cost control.

The question is no longer about knowing How much does a stop cost? but what his multiplication reveals .

Les entreprises qui feront la différence seront celles capables de piloter leur protection sociale avec la même exigence que leurs indicateurs financiers : analyser les données, identifier les populations les plus exposées, agir en prévention et adapter leurs dispositifs d’accompagnement avant que les situations ne se dégradent.
 

At Howden, we are convinced that social protection is no longer just about an insurance contract. It is a strategic lever for performance, employee engagement, and business resilience. Our role: to help you understand the causes and face the consequences.

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