Build a data-backed case for early intervention
Understand the financial benefits of preventing issues before they escalate. Estimate how much Sonder could save your organisation using real outcomes from customers like you.
Summary: Current state
£2.2M
Total annual cost of absence
£9,000
Cost of absence per employee
13.9 days
Days lost per employee
15.0 FTE
Average daily FTE lost
Future state with Sonder
Absence rate
6%
Current absence rate
5.3%
Target absence rate
Annual cost vs Year 1 savings
£2.2M
Cost of absence today
£271,000
Savings achieved in Year 1
Days lost vs days saved per employee
13.9 days
Days lost per employee today
1.73 days
Days recovered with Sonder
Daily FTE lost vs FTE recovered
15.0 FTE
FTE not at work
1.88 FTE
FTE back at work
Your return on investment
11x
This figure shows how many dollars your organisation saves for every £1 invested in early intervention.
How absences affect your organisation
Reduced productivity
Work is delayed or deprioritised as teams adjust to cover gaps, often resulting in slower delivery and reduced overall output.
Customer impact
Absences disrupt service continuity, reducing responsiveness and consistency in customer interactions.
Management time
Leaders and managers spend disproportionate time managing absences, reallocating tasks, and coordinating coverage instead of focusing on strategic priorities.
Knowledge and skill loss
Absences, particularly recurring or long-term, create gaps in institutional knowledge and specialised skills that are difficult to replace short-term.
Health-related costs
Employees may attend work while unwell or burned out, increasing the risk of errors, incidents, and further health deterioration.
Work-life balance and wellbeing
Ongoing coverage demands spill into personal time, affecting employees’ ability to recover and maintain healthy work-life boundaries.
Turnover risk
Chronic absenteeism and sustained workload pressure increase the likelihood of burnout and eventual employee exit.
Organisational reputation
Persistent absenteeism signals deeper cultural or wellbeing issues, impacting employer brand and talent attraction.
Factsheet
A more proactive model of absence management
Workforce absence was once seen as just another HR metric. Now, senior leaders recognise it as a measure of how resilient—or fragile—an organisation really is. Rising stress, financial pressures, and an ageing workforce mean absence is hitting harder, and in ways that simple compliance processes can’t contain.
