Absenteeism is a persistent challenge for Malaysian employers, particularly in hybrid or on-site work models. While occasional leave is expected, chronic absenteeism—when an employee is regularly absent without valid reasons - can hurt productivity, morale, and business continuity. Understanding the root causes can help HR leaders take proactive steps.
Here are the top 5 drivers of absenteeism among workers in Malaysia:
Health-Related Issues (Physical & Mental)
In Malaysia, medical leave (MC) remains one of the most common reasons for absenteeism. But beneath the surface, chronic conditions, poor access to healthcare (especially in rural areas), and rising cases of mental health concerns (like burnout and anxiety) are contributing to longer or more frequent absences. According to Malaysia’s 12th Plan Mid-Term Review, mental health issues now affect nearly 1 in 3 people in Malaysia, especially post-pandemic.
Work-Life Imbalance and Care Responsibilities
A significant portion of Malaysia’s workforce—especially women and sandwich generation workers—report conflicts between work demands and family responsibilities. Caring for young children, elderly parents, or ill family members often leads to unplanned absences. The Global Talent Barometer 2025 shows that 58% of workers feel that their workload affects their work-life balance, making it harder to stay consistently present at work.
Low Engagement and Job Dissatisfaction
When employees feel disconnected from their roles or lack a sense of purpose, absenteeism can become a form of silent protest or disengagement. In Malaysia, while 83% of workers say their work feels meaningful, less than half are satisfied with their jobs. Disengaged workers are less motivated to show up regularly, especially in environments where they feel undervalued.
Workplace Stress and Burnout
In high-pressure sectors like finance, customer service, and logistics, chronic stress and burnout have emerged as serious causes of absenteeism. Gen Z workers in Malaysia report the highest stress levels, and many struggle with emotional exhaustion. Employers who fail to address toxic workloads or lack wellness initiatives risk more frequent absences from burned-out employees.
Lack of Flexibility or Supportive Policies
Rigid workplace policies can backfire, especially in a workforce that increasingly values flexibility and autonomy. Malaysian employees—particularly younger generations—are more likely to call in sick or take unapproved leave if they feel their employer lacks empathy or does not offer flexible arrangements. This is especially relevant post-pandemic, as expectations for hybrid and remote options remain high.
Conclusion
Reducing absenteeism in Malaysia requires more than strict leave policies—it demands empathetic leadership, wellbeing-focused strategies, and engagement-driven HR practices. Employers who listen and adapt to their workers’ evolving needs will not only see lower absenteeism but also higher retention and morale.