To ensure you’re taking time off when you need it and taking steps to change your view (and your workplace’s view) on presenteeism, Fulker and Pullinger recommend trying the following:

Talk to your manager

“Raising concerns about burnout or exhaustion can be challenging, but preparing for the conversation is the best way to communicate problems effectively,” says Fulker. “Identifying instances of exhaustion, including how often you feel fatigued and how it has impacted your productivity, can help managers fully understand the issue.”

Pullinger adds that you should make sure you choose an appropriate environment to have the conversation in and focus on what benefits improving your work culture around sickness will have in the long term. “Scheduling a private meeting is essential as it provides a safe space for discussion and allows both parties to feel more comfortable,” she explains. “When raising your concerns, it’s beneficial to frame the conversation around productivity and long-term health rather than simply personal discomfort.”

Focus on finding solutions

While taking a sick day when you’re not feeling your best may help in the short term, it’s beneficial to think about the changes that could be made to your workplace as an ongoing commitment to a better work environment, so talk with your manager about what this may look like. “Advocating for policy changes – such as flexible working options – can create an environment that prioritises employee wellbeing,” says Pullinger. “Proposing solutions – such as flexible working arrangements for days such as these – can demonstrate commitment to both their role and the organisation’s success.”

Be prepared to compromise

While you should feel confident and empowered to take time off sick when you need it, long-term change to combat a culture that promotes presenteeism can be tough, so make sure you’re constantly open to discussion. “It’s also important to be open to compromise, as managers may not be able to accommodate multiple requests you may have,” says Fulker. “For example, they may not allow you to work fully remotely but may grant more flexibility or reduce workload.”

Pullinger adds that by keeping dialogue open, offering your opinion and listening to others, you’re more likely to change your workplace for the better. “Open communication is vital,” she stresses. “Discussing the negative impacts of presenteeism on team morale and productivity can help shift perspectives, especially if you’re a line manager yourself. Leading by example can help others feel comfortable utilising these policies.”

Are you suffering from presenteeism at work? Here’s how to fix it