Hospitality sector loses capacity due to unnecessarily long periods of absence: ‘Make the most of what you already have’

The hospitality sector loses more than 6,000 staff days of working capacity each year due to unnecessarily long periods of absence. This is according to new real-world figures from Acture, a specialist in wellbeing, absenteeism and insurance. Over a three-year period, a structured approach to absenteeism creates an average of 44% of additional labour capacity. According to Hagoort, CEO of Acture, it is particularly important not to wait and see: “An effective approach to absenteeism requires early detection, swift and targeted action, and consistent contact during periods of absence.”

There are currently 29,000 vacancies in the Dutch hospitality sector. According to Statistics Netherlands (CBS), nearly 30% of hospitality business owners are struggling with a structural staff shortage. This pressure eases when additional capacity is created by reducing long-term absenteeism. Nevertheless, this remains an under-explored avenue for solutions. “Absenteeism cannot always be prevented, but in many cases its duration and progression can be influenced,” says Hagoort. “We keep looking for new staff, whilst at the same time a huge amount of labour capacity is still being lost due to long-term absenteeism. There really is a massive opportunity there for hospitality business owners.”

Prompt analysis provides a firm grasp of the recovery

When an employee reports sick, the initial phase is particularly crucial in determining how the absence management process unfolds. “Ensure immediate contact following the sick report, a swift assessment of the nature of the complaint, and consistent support throughout the recovery process. This allows you to quickly establish what the issue is and what support is required,” says Hagoort. By choosing the right course of action straight away, you can prevent absence from escalating unnecessarily or lasting longer than required.

Early warning signs are still too often ignored

Research by Acture It appears that 72% of employees had been experiencing symptoms for months before they went off sick. In only 12% of these cases did the line manager ask about this or take action. “This shows that reducing absenteeism begins long before the first sick note is submitted. Yet many employers only take action once someone has actually taken sick leave. That is worrying, but also understandable, particularly in sectors that have been struggling with staff shortages for years. The workload is high and preventive or long-term policy decisions tend to take a back seat,” says Hagoort. By recognising signs such as declining energy levels, increasing workload or recurring complaints at an earlier stage, hospitality business owners can intervene more quickly. For example, by temporarily increasing staff numbers, redistributing tasks or offering support sooner. In this way, absenteeism can sometimes even be prevented.