The impact of AI on absenteeism and employability

We live in a time when technology is no longer a tool, but an integral part of our work and lives. Artificial intelligence (AI) is having a huge impact on how we work and how organizations deal with absenteeism and employability. But what does this mean concretely for employees, employers and our field as labor and health consultants, as I, Rianne van Helden, am also a part of?

AI promises to revolutionize the world of absenteeism management . Whereas previously analyzing absenteeism figures was often a time-consuming process, AI systems can now spot trends and risk factors at lightning speed. Think of an algorithm that makes connections between workload, seasonal absenteeism and specific departments. This allows us to not only act reactively on absenteeism, but also proactively reduce risks.

A concrete example is the use of predictive models. AI can identify that an employee with a high workload, few vacation hours and a recent increase in overtime is at increased risk of dropping out. This type of insight allows managers to engage with the employee in a timely manner and take preventive measures, such as adjusting workload or offering coaching.

In addition to absenteeism , AI can also contribute to sustainable employability. Many organizations struggle with the question of how to keep their employees healthy and productive, especially at a time when we are working longer and longer. AI can support this, for example through personalized health apps or platforms that help employees gain insight into their physical and mental well-being.

Imagine a digital coach that not only measures your steps and heart rate, but also analyzes your work schedule and gives you tips to maintain your energy levels throughout the day. This kind of technology motivates employees to take responsibility for their own health, while employers benefit from a more vital workforce.

While AI offers many opportunities, it also comes with risks. For example, automation can lead to a sense of loss of control among employees. What happens to the data? Will algorithms be used to judge people, and how fair is that? These concerns make it clear that the human factor remains crucial. Technology can support, but the conversation between employee and employer remains the core of sustainable employability.

Moreover, we must realize that AI does not solve everything. The causes of absenteeism are often complex and have to do with culture, communication and individual circumstances. It is up to us as professionals to use AI as a tool without losing sight of the employee's unique situation.

Had jij al door dat bovenstaand artikel volledig is geschreven door ChatGPT? Ik (nu écht Rianne van Helden, AAG bij De Arbodienst) bemerk dat AI in verschillende organisaties al veelvuldig gebruikt wordt om verschillende trends te voorspellen en analyses te verrichten. Zo richting het einde van het jaar staat ook altijd het arbojaarverslag centraal, met name gericht op verzuimanalyses. Wat kan AI daar toch helpend in zijn. Echter, zelfs AI zelf onderkent de essentie van het goede gesprek en de mens in het verzuim, als de kern van duurzame inzetbaarheid. Want verzuim lost u uiteindelijk niet op met geweldige analyses, maar door de spreekwoordelijke koe bij de hoorns te pakken en het moeilijke gesprek aan te gaan. Hierbij kan de AAG uiteraard ondersteunen. Neem contact met ons op en we leggen u uit hoe we dat doen.