Predictive absence management involves continuously analysing the frequency and duration of absences to identify patterns and anticipate problematic situations before they become chronic. The goal is to obtain an objective real-time vision of absenteeism, so that HR can intervene in a targeted way. An employee is considered to have worrying chronic absenteeism when he or she is absent at least four times in one year. By detecting early warning signs, HR can put in place appropriate corrective measures, which can include individual support, reorganisation or dialogue with managers.
Predictive absence management offers several benefits for companies: it reduces the impact of absences on business continuity and team workload, and provides a way to optimise HR performance by focussing action where it is truly needed.
Insurance companies have a vested interest in integrating predictive absence management into their approach. This is because repeated or chronic absences increase the risk of claims related to sick leave and can generate additional costs. By supporting their clients through predictive tracking tools, insurers can help limit these risks and reduce the number of claims. This proactive approach also strengthens the partnership between the insurer and the company, by moving from a logic of simple compensation to one of prevention and support.
The first lever is to establish a regular and constructive dialogue with the employee concerned. The aim is to try to understand the causes of the repeated absences, whether excessive workload, stress, health problems or difficult personal situations. The conversation must be conducted in a spirit of listening and support, without judgement. The goal is to find appropriate solutions together; these can include temporary accommodations, specific support or organisational measures to avoid repeated absences.
The manager's role is critical in preventing repeated absences. By maintaining daily contact with their teams, managers can detect early warning signs and take action before situations become chronic. At a residence for persons with disabilities, for example, it has been observed that the manager was able to reduce the frequency of absences by a factor of three simply by seeing his employees on a daily basis. This illustrates how essential human contact and regular monitoring are in preventing absenteeism. The manager becomes a key player in prevention, by coordinating monitoring with HR, adapting work organisation and sustaining employee motivation and commitment.
Digital tools, such as Biings, track and analyse absences in real time. Biings’s predictive focus sets it apart from other software options. While most absence management tools focus on reporting and administration, Biings monitors absence frequency and duration in real time. It segments, categorises and filters data to accurately track the frequency and duration of absences. This data provides an objective and proactive vision to HR teams so that they can anticipate at-risk situations and intervene before repeated absences become chronic. The tool also simplifies reporting and decision-making, giving managers and HR a clear and operational vision of absenteeism.
By combining dialogue with the employee, close monitoring by the manager and predictive monitoring tools, HR managers can transform absence management into a lever for performance and prevention. And, by being proactive instead of reactive, managers can take action at the right time, protect employees and reduce costs associated with medical leave, while creating a healthier and more stable work environment.
The biggest difference is that Biings doesn’t just record absences like most software products do. It helps users understand them. The tool uses real-time monitoring to highlight short and repeated absences, which are often the most revealing symptoms of unhappiness or dysfunction. This gives HR an objective vision of absenteeism so it can quickly identify situations of concern. This changes everything: instead of taking action after the problem has become chronic, Biings allows managers to intervene earlier, protect employees and reduce costs related to medical leave, all at the same time.
While the tool was designed to be accessible, training helps users appreciate its true potential. Training is needed to understand how to create filters, correctly interpret alerts and segment data. It helps users become more efficient and take full advantage of Biings’s features. Training is an investment that pays off quickly, since trained HR staff know how to turn figures into concrete actions, for a real impact on prevention and performance.
No, absolutely not. Biings is a great decision support tool, but it will never replace people. Managers, for example, are on the front line. At a residence for persons with disabilities, the manager was able to reduce the frequency of absences by a factor of three just by seeing his employees every day. This is a concrete example of how important direct contact is. Biings provides visibility, but dialogue, listening and continuous training for managers and HR can transform this visibility into sustainable results.
This article was published in Insurance Inside n°39 - September 2025.
Franck Czapski, Director of Ismat Group
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