What Is Preseenteism At Work?
What is presenteeism? Learn its impact on productivity and worker wellbeing.
Download our guide to managing your teams mental health
In many Australian workplaces, showing up is treated as commitment. But some of your most “reliable” employees may actually be struggling.
Unlike absenteeism, presenteeism is harder to spot—people are physically present but mentally unwell, stressed, or burnt out. It quietly drives down productivity and worsens health.
Recognising it early and offering support, including through an EAP, helps build a healthier, more resilient team.
What Does Presenteeism Look like?
Presenteeism occurs when employees come to work despite being unwell—physically, mentally, or emotionally—and are unable to perform at their best.
It’s often mistaken for dedication, but unlike absenteeism, where an employee is physically absent from work, presenteeism hides in plain sight, quietly impacting productivity and wellbeing.
Common causes of presenteeism include chronic pain, fatigue, stress, anxiety, and depression. In many cases, employees feel pressure to show up due to fear of job loss, workload expectations, or stigma around mental health at work.
Over time, this can worsen health outcomes and create a ripple effect across teams.
Presenteeism as a Reflection of Mental Health Challenges
Mental health struggles at work are a leading—but often overlooked—cause of presenteeism. Conditions like depression, anxiety, and burnout can make it difficult for employees to function at full capacity, even when they’re physically at work.
They may feel overwhelmed, distracted, or emotionally exhausted, yet still push themselves to show up.
This behaviour is often driven by stigma. Many employees fear being judged, seen as weak, or jeopardising their job if they take time off for mental health reasons.
In industries where toughness is valued—like construction or trades—this stigma can be even stronger.
As a result, workers may suffer in silence, leading to long-term consequences for both their wellbeing and workplace performance.
The Impact of Presenteeism
Presenteeism can take a serious toll on both the individual and the business. For employees, pushing through mental or physical illness without adequate support can worsen their condition, leading to chronic stress, fatigue, and a decline in overall job satisfaction. Over time, this can contribute to employee burnout and long-term absenteeism.
For organisations, the hidden nature of presenteeism makes it a silent productivity killer. According to the Royal Australian College of General Practitioners (RACGP) and Safe Work Australia, presenteeism often results in lower work quality, reduced efficiency, and disengagement—factors that impact team morale and collaboration.
With new regulations, there is a higher responsibility on organisations to provide a safe working environment, and to provide early intervention initiatives to support wellbeing and help seeking
Organisations that take a genuine interest in their workers experience of work, and create a people first culture will become an employer of choice.
Recognising the Signs of Presenteeism Related to Mental Health
Common behavioural signs:
- Appearing withdrawn or disengaged
- Seeming unusually tired or low in energy
- Difficulty concentrating or frequent distractions
- Working longer hours without improved output
- Avoiding breaks or time off, even when needed
The role of managers and colleagues:
- Pay attention to subtle changes in behaviour or performance
- Create a culture of trust and open communication
- Foster a psychologically safe workplace where employees feel supported
- Reduce stigma by normalising mental health conversations
Support strategies:
- Train managers to recognise and respond to signs of mental health struggles
- Encourage early intervention through regular check-ins
- Promote access to confidential support like an Employee Assistance Program (EAP)
Strategies for Addressing Presenteeism in the Workplace
- Promote a supportive, open culture by normalising conversations about mental health.
- Implement an Employee Assistance Program (EAP) and ensure employees know how to access it.
- Encourage the use of sick leave for mental health, without guilt or stigma.
- Train managers to recognise signs of mental health struggles and have effective, supportive conversations.
- Support flexible work arrangements and regular check-ins to maintain ongoing wellbeing.
Talk To Us Today About Improving Employee Mental Fitness
Presenteeism is more than just showing up—it’s a signal that something deeper may be going on. Left unaddressed, it can quietly erode employee wellbeing, productivity, and workplace culture.
Recognising the signs early and creating a supportive environment is key to tackling the root causes—especially when it comes to mental health.
At Foremind, we make it easy for employers to support their teams through confidential, accessible workplace counselling and wellbeing tools.
If you’re ready to take a proactive approach to mental health in your business, talk to us today and see how Foremind can help.
Related Content:
- How Much Do EAPs Cost?
- EAP For Small Business
- Are EAPs Confidential?
- Cost of Poor Mental Health in the Workplace
- Important Employee Engagement Metrics
Answers to the frequently asked questions.
Our last EAP was barely touched. Why would this be different?+
Most EAPs go unused because of how they're accessed, not because staff don't need them. Phoning a stranger, explaining yourself, then waiting weeks is enough to stop most people before they start. Foremind removes all three steps: staff see real counsellor profiles, pick someone themselves, and book the same day.
If you already have a provider, the question worth asking is what your current utilisation is. Most traditional EAPs sit in low single digits, which means you're paying for cover your people aren't reaching. If yours is being used, staff can get seen quickly, and it covers your psychosocial obligations, there's no reason to move. If not, it's worth knowing what you're getting for the spend.
Do you offer 24/7 support?+
Yes. A 24/7 after-hours crisis line means staff can reach someone immediately at any hour, including nights and weekends.
Counselling appointments are also available outside standard business hours, so shift-based and on-call teams aren't limited to a nine-to-five window. Those are two different things, and it's worth checking any provider offers both rather than just the crisis line.
Are your EAP counsellors based in Australia?+
Yes. Every practitioner on the platform holds current membership with an Australian professional body and practises under Australian standards, codes of ethics and disciplinary frameworks. There are no offshore call centres.
Practitioners hold membership with the Australian Counselling Association, the Psychotherapy and Counselling Federation of Australia, or the Australian Association of Social Workers, along with a current Working with Children or Vulnerable People Check.
How much does an EAP cost?+
Pricing is usually per employee per month, based on total headcount rather than how many people use the service. Costs vary widely depending on whether sessions are bundled in and whether compliance tooling is included.
A more useful comparison is cost per employee who actually uses it. An EAP with 2% utilisation can work out several times more expensive per person helped than one that gets used. Foremind offers pay-as-you-go, inclusive session plans and compliance-inclusive plans, with discounted pricing for not-for-profits and charities.
For full breakdown of our plans, see our EAP pricing page or request a quote for a tailored proposal.
What information does an employer receive about EAP usage?+
Nothing that could identify anyone. All counselling is completely confidential and all reporting is anonymous - you'll never see who booked, when, or what was discussed.
What you do see is the aggregated picture: how many people are using it, what psychosocial risks are prevalent in the business, and which teams are under pressure. Enough to know the investment is working and where to act, never enough to identify a person. Reporting thresholds mean small teams can't be reverse-engineered from the data.
Does having an EAP meet an employer's psychosocial duty of care?+
No. An EAP is a control measure, and a valuable one, but it only addresses harm after it has occurred. It doesn't identify hazards, assess risk, or evidence that controls are working.
Australian WHS law requires you to identify psychosocial hazards, assess the risk, control it so far as is reasonably practicable, and review whether those controls are working — with documented evidence at each step. Offering counselling on its own leaves three of those four steps undocumented.
Foremind covers both in one platform. See how the compliance side works in our product tour.