Aflac study reveals the impact of paid leave on employers and employees
Aflac (NYSE:AFL) has released its second annual Time Away Study, revealing significant challenges faced by employees covering for colleagues on leave. The study shows that 73% of employees experience workplace stress while covering for peers, and 41% face burnout during extended coverage periods over eight weeks.
Key findings highlight that mental well-being dropped 11 percentage points during coverage periods, with 27% of employees developing new health conditions attributed to increased workload. Despite 95% of leaders having access to recognition tools, 29% of employees received no recognition for additional work.
Aflac emphasizes the need for employers to implement proactive leave management strategies, including clear communication, regular check-ins, and support systems to prevent burnout and maintain productivity.
Aflac (NYSE:AFL) ha pubblicato il suo secondo Time Away Study annuale, mettendo in luce le difficoltà di chi sostituisce colleghi in congedo. Lo studio rivela che il 73% dei dipendenti prova stress sul lavoro mentre copre altri e che il 41% soffre di burnout dopo periodi di copertura prolungati oltre le otto settimane.
I risultati indicano che il benessere mentale è diminuito di 11 punti percentuali durante le fasi di copertura e che il 27% dei dipendenti ha sviluppato nuove condizioni di salute attribuite all'aumento del carico di lavoro. Nonostante il 95% dei dirigenti abbia accesso a strumenti di riconoscimento, il 29% dei lavoratori non ha ricevuto alcun riconoscimento per il lavoro extra.
Aflac sottolinea l'importanza che i datori di lavoro adottino strategie proattive di gestione dei congedi, con comunicazione chiara, check-in regolari e sistemi di supporto per prevenire il burnout e mantenere la produttività.
Aflac (NYSE:AFL) ha publicado su segundo estudio anual Time Away, que pone de manifiesto los retos de quienes cubren a compañeros de baja. El informe muestra que el 73% de los empleados sufre estrés laboral al hacerse cargo de otros y que el 41% padece burnout tras periodos de cobertura prolongados de más de ocho semanas.
Los hallazgos señalan que el bienestar mental descendió 11 puntos porcentuales durante las coberturas, y que el 27% de los empleados desarrolló nuevas afecciones de salud atribuibles al aumento de la carga laboral. A pesar de que el 95% de los líderes dispone de herramientas de reconocimiento, el 29% de los empleados no recibió reconocimiento por el trabajo adicional.
Aflac destaca la necesidad de que los empleadores implementen estrategias proactivas de gestión de ausencias, con comunicación clara, seguimientos periódicos y sistemas de apoyo para prevenir el burnout y mantener la productividad.
Aflac (NYSE:AFL)는 두 번째 연례 Time Away Study를 발표하며 휴가 중인 동료를 대신하는 직원들이 겪는 어려움을 밝혔습니다. 연구에 따르면 직원의 73%가 동료를 대신하는 동안 직장 스트레스를 경험하고, 41%는 8주를 초과하는 장기 대체 기간 동안 번아웃을 겪는 것으로 나타났습니다.
주요 결과로는 대체 기간 동안 정신적 웰빙이 11% 포인트 하락했고, 직원의 27%가 업무량 증가로 새로운 건강 문제를 겪게 되었다는 점이 있습니다. 관리자의 95%가 인정 도구를 이용할 수 있음에도 불구하고, 직원의 29%는 추가 업무에 대한 인정이 없었습니다.
Aflac는 고용주가 명확한 소통, 정기적인 체크인 및 지원 체계 등 번아웃을 예방하고 생산성을 유지할 수 있는 사전적 휴가 관리 전략을 도입할 것을 권장합니다.
Aflac (NYSE:AFL) a publié sa deuxième étude annuelle Time Away, révélant les difficultés rencontrées par les employés qui remplacent des collègues en congé. L'étude montre que 73 % des employés subissent du stress au travail lorsqu'ils assurent des remplacements, et que 41 % souffrent d'épuisement professionnel lors de périodes de couverture dépassant huit semaines.
Parmi les conclusions, le bien‑être mental a diminué de 11 points de pourcentage pendant les périodes de couverture, et 27 % des employés ont développé de nouveaux problèmes de santé attribués à l'augmentation de la charge de travail. Bien que 95 % des responsables disposent d'outils de reconnaissance, 29 % des employés n'ont reçu aucune reconnaissance pour le travail supplémentaire.
Aflac souligne la nécessité pour les employeurs de mettre en place des stratégies proactives de gestion des congés, incluant une communication claire, des points réguliers et des systèmes d'accompagnement pour prévenir l'épuisement et maintenir la productivité.
Aflac (NYSE:AFL) hat seine zweite jährliche Time Away Study veröffentlicht und damit die Herausforderungen aufgezeigt, denen Mitarbeitende begegnen, die für abwesende Kolleginnen und Kollegen einspringen. Die Studie zeigt, dass 73 % der Beschäftigten Stress am Arbeitsplatz erleben, wenn sie vertreten, und dass 41 % während längerer Vertretungszeiten von mehr als acht Wochen Burnout erfahren.
Zentrale Ergebnisse sind, dass das psychische Wohlbefinden während der Vertretungszeiten um 11 Prozentpunkte sank und dass 27 % der Beschäftigten neue gesundheitliche Beschwerden entwickelten, die auf die erhöhte Arbeitsbelastung zurückgeführt werden. Obwohl 95 % der Führungskräfte Zugriff auf Anerkennungsinstrumente haben, erhielt 29 % der Mitarbeitenden keine Anerkennung für die zusätzliche Arbeit.
Aflac betont die Notwendigkeit, dass Arbeitgeber proaktive Urlaubsmanagement-Strategien umsetzen, einschließlich klarer Kommunikation, regelmäßiger Check-ins und Unterstützungsangebote, um Burnout vorzubeugen und die Produktivität zu erhalten.
- Comprehensive study highlighting workplace challenges provides valuable insights for improving employee management
- 95% of leaders have access to recognition tools for acknowledging additional work
- Company demonstrates leadership in addressing workplace well-being issues
- 73% of employees experience workplace stress during peer coverage
- 41% of employees face burnout during extended coverage periods
- 27% of employees developed new health conditions due to increased workload
- 29% of employees received no recognition despite available recognition tools
Nearly 3 in 4 employees experience workplace stress or anxiety while covering for a peer1
According to the 2025 Aflac Time Away Study:
41% of employees experienced burnout when a co-worker's leave period extended beyond eight weeks.1- Mental well-being dropped 11 percentage points while covering for a peer.1
27% of employees who were diagnosed with a new health condition during or after their coverage period attributed it to the increased workload.118% of workers say a preexisting condition worsened while covering for a peer.173% of employees experienced at least moderate workplace stress or anxiety while covering for a peer.129% of employees said they did not receive any recognition for their additional work even though95% of leaders say they have access to recognition tools.167% of those newly diagnosed with a health condition while covering for a peer took time off to care for themselves.1
Aflac's study emphasizes the need for employers to adopt proactive leave and time away management practices to mitigate the risks of burnout and negative impacts on employee morale. As part of its ongoing efforts to support businesses and their employees, Aflac urges employers to take a more holistic approach to leave management — safeguarding access to time away and ensuring robust plans are in place to address the well-being of employees for the continued success of business operations. Proactive planning and clear communication, alongside recognition and support, can minimize the physical and mental impact on employees and foster a healthier, more productive work environment.
"We know that in today's environment, employers are increasingly cognizant of providing a better workplace for their employees, but this study reveals that the challenges of covering for a co-worker on leave can have a significant impact on productivity," said Jenny Merrithew, vice president, Marketplace Solutions at Aflac. "To ensure there is balance in time away programs and productivity, employers should take steps and create a strategy to support the long-term well-being of employees, especially during periods where they are covering for a co-worker on leave. The strategy should include clear communication, regular check-ins, and tools and support to help prevent employee burnout and boost their engagement."
Similar to business continuity planning for disasters, building robust leave contingency plans that foster a culture of consistency, communication, recognition and support for employees taking on additional work could reduce the overall impacts identified in the study. This work can shape and inform how employers can remain competitive with time away benefits and minimize the impact to productivity and well-being in the workplace.
"What we discovered through this research is that leaders may not be aware of the toll that longer leave coverage takes on their employees, especially on tenured employees who may appear better equipped to manage the increased workload," said JR Shamley, senior vice president of National Accounts Business Development and Growth Solutions at Aflac. "Leaders should ensure workers are supported, recognized and rewarded equally and commensurate with the amount of additional work that's expected of them."
Download the report to learn more.
ABOUT THE 2025 AFLAC TIME AWAY STUDY
This second annual Aflac Time Away Study, conducted in January 2025, examines the impacts of time away/leave (two-plus weeks) programs on the workers who remain to ensure business continuity during those leave periods. This year, to provide a more complete picture of
ABOUT AFLAC INCORPORATED
Aflac Incorporated (NYSE: AFL), a Fortune 500 company, has helped provide financial protection and peace of mind for nearly seven decades to millions of policyholders and customers through its subsidiaries in the
Group life, disability and absence services are provided by Continental American Insurance Company (CAIC); in
1 Time Away Study 2025. Aflac Incorporated. Published May 2025.
2 LIMRA 2024 U.S. Supplemental Health Insurance Total Market Report.
Media contact: Jon Sullivan, 706-763-4813 or jsullivan@aflac.com
Analyst and investor contact: David A. Young, 706-596-3264, 800-235-2667 or dyoung@aflac.com
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SOURCE Aflac
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