Sick leave is part and parcel of everyday working life. No company can prevent employees from falling ill and being absent from work from time to time. At the same time, absences due to illness place a strain on teams, complicate staff planning and, in the long run, can affect productivity and the quality of work.
Anyone wishing to reduce absenteeism should therefore not merely react to individual sick leave notifications, but take a closer look at the most common causes. This is because many instances of absence are linked to stress, working conditions, the culture of prevention and health behaviour within the organisation.
Which illnesses account for the most days off work?
The latest sickness absence statistics show which categories of illness are particularly likely to lead to absences from work. According to the AOK Sickness Absence Report 2025, musculoskeletal disorders accounted for around 19.8 per cent of sickness absences in 2024. Respiratory conditions accounted for 15.1 per cent, whilst mental health conditions accounted for 12.5 per cent. These were followed by injuries at 9.3 per cent.
The figures may vary depending on the health insurance provider and the group of insured persons. However, the overall picture remains similar: back problems, infections, mental health conditions and injuries are among the main reasons for taking sick leave.
1. Musculoskeletal disorders: back, neck and lack of physical activity
Musculoskeletal disorders are among the most common causes of sickness absence. These often include back pain, neck pain, shoulder problems or discomfort caused by repetitive strain. In the office in particular, prolonged sitting, a lack of physical activity and poorly adjusted workstations can contribute to such problems.
Employers can take preventative measures by creating ergonomic workstations and encouraging physical activity as part of the working day. This includes properly adjusted chairs and computer screens, regular breaks to move around, a variety of tasks and information on how to work in a way that is gentle on the back. It is crucial that ergonomic measures are not merely offered, but are actually put into practice on a daily basis.
2. Respiratory illnesses: When infections slow teams down
Respiratory illnesses such as colds, flu-like infections or bronchitis frequently lead to sick leave, particularly in autumn and winter. They pose a particular challenge for businesses because they can spread quickly amongst staff. Anyone who comes to work whilst unwell may infect their colleagues, thereby causing further absences.
Prevention starts with a clear health culture: anyone who is ill should be allowed to take time off to recover. In addition, hygiene rules, regular ventilation, flexible working-from-home arrangements for those with mild symptoms, and a way of organising work that can better cope with short-term absences all help.
3. Mental health conditions: Less visible, often long-term
Mental health conditions are also among the leading causes of absenteeism – and the trend is rising. Whilst mental health conditions do not always occur as frequently as colds, they often lead to longer periods of absence (342 days of absence per 100 DAK employees). Mental health conditions are not purely an individual issue. Stress can be exacerbated by working conditions, such as constant time pressure, unclear responsibilities, frequent interruptions, conflicts or a lack of breaks. Prevention therefore begins with good work organisation, realistic task planning, clear communication and a management culture in which work overload can be addressed.
4. Injuries and accidents: these can happen in the office too
Injuries also account for a significant proportion of absences. Whilst people often think first of manufacturing, manual trades or logistics, accidents can also happen in the office: trip hazards, cables, slippery floors, poorly lit walkways or unsafe stairs are typical risks.
Employers must regularly inspect workplaces, eliminate sources of danger and raise staff awareness of safe working practices. It is particularly worth taking a close look at seemingly harmless office environments, as minor risks in everyday life are easily overlooked.
Prevention rather than reaction: What employers can do in general
Sick leave can never be completely avoided – nor should that be the aim. Anyone who is unwell needs time to recover. However, employers can do a great deal to reduce avoidable stress and promote the health of their staff.
The first step is to carry out an analysis: which types of absence occur particularly frequently within the organisation? Are there any noticeable patterns in specific departments, roles or periods? The aim here is not to monitor individual employees, but to identify structural risks.
Building on this, companies can develop targeted measures: ergonomic workstations, hygiene protocols, realistic work planning, health-conscious leadership, regular training sessions and easily accessible prevention programmes. Prevention is particularly effective when it is permanently integrated into day-to-day working life – rather than taking place as a one-off initiative.