{"id":18746,"date":"2026-02-08T19:28:45","date_gmt":"2026-02-08T17:28:45","guid":{"rendered":"https:\/\/peoplesphere.be\/fr\/?p=18746"},"modified":"2026-02-08T19:30:51","modified_gmt":"2026-02-08T17:30:51","slug":"les-pme-refusent-de-ceder-face-a-laugmentation-de-labsenteisme","status":"publish","type":"post","link":"https:\/\/peoplesphere.be\/fr\/les-pme-refusent-de-ceder-face-a-laugmentation-de-labsenteisme\/","title":{"rendered":"Les PME refusent de c\u00e9der face \u00e0 l’augmentation de l’absent\u00e9isme."},"content":{"rendered":"

Les PME ressentent de plus en plus la pression li\u00e9e \u00e0 l\u2019absent\u00e9isme pour cause de maladie et r\u00e9agissent : une sur trois pr\u00e9voit des actions suppl\u00e9mentaires en 2026 afin de r\u00e9duire ou pr\u00e9venir l\u2019absent\u00e9isme. Parall\u00e8lement, de r\u00e9centes donn\u00e9es salariales du secteur priv\u00e9 montrent que les PME affichent en moyenne le taux d\u2019absent\u00e9isme le plus faible et que les absences de plus d\u2019un an y sont en diminution.<\/p>\n

\u00c0 partir de 2026, les organisations comptant au moins 50 travailleurs devront faire face \u00e0 de nouveaux co\u00fbts li\u00e9s au plan de retour au travail. Sept PME sur dix dans cette cat\u00e9gorie sont conscientes de cet impact financier suppl\u00e9mentaire.<\/p>\n

Les PME de plus grande taille sont les plus r\u00e9actives<\/em><\/strong><\/h3>\n

Les PME diff\u00e8rent fortement dans leur approche de l\u2019absent\u00e9isme, mais une tendance claire se dessine : plus l\u2019organisation est grande, plus elle met en place des mesures :<\/p>\n

    \n
  • 20 \u00e0 249 travailleurs : 16% optent pour une approche structurelle, avec une attention port\u00e9e \u00e0 la pr\u00e9vention, \u00e0 l\u2019ergonomie et \u00e0 la sant\u00e9 mentale ; pr\u00e8s de 4% collaborent activement avec le m\u00e9decin du travail autour du travail adapt\u00e9. En outre, 8 % pr\u00e9voient une approche intensive en 2026.<\/li>\n
  • 5 \u00e0 19 travailleurs : 25% prennent des mesures pr\u00e9ventives limit\u00e9es. 7% choisissent une approche structurelle ; 4%, une approche intensive. La majorit\u00e9 reste attentiste.<\/li>\n
  • Moins de 5 travailleurs : les plus petites PME prennent le moins de mesures et maintiennent leur approche actuelle, sans actions suppl\u00e9mentaires.<\/li>\n<\/ul>\n

    Les PME affichent le plus faible taux d\u2019absent\u00e9isme<\/em><\/strong><\/h3>\n

    La taille de l\u2019organisation joue \u00e9galement un r\u00f4le clair dans l\u2019absent\u00e9isme.<\/p>\n

      \n
    • Absent\u00e9isme de courte dur\u00e9e (moins d\u20191 mois) : dans les PME de moins de 20 travailleurs, 45 % des travailleurs n\u2019ont \u00e9t\u00e9 absents aucun jour en 2025 ; dans les organisations de 50 travailleurs et plus, 65 % ont \u00e9t\u00e9 absents au moins un jour.<\/li>\n
    • Absent\u00e9isme de dur\u00e9e moyenne (entre 1 mois et 1 an) : les plus petites PME restent sous la barre des 9%. Les plus grandes PME atteignent un travailleur sur sept (14 %) \u00e0 un sur six (16 %).<\/li>\n
    • Absent\u00e9isme de longue dur\u00e9e (plus d\u20191 an) : 1,73 % dans les PME de moins de 20 travailleurs, contre 3,51 % dans les PME de 100 \u00e0 250 travailleurs. En 2025, la part des absences de longue dur\u00e9e a augment\u00e9 dans les organisations de plus de 250 travailleurs, tandis qu\u2019elle a diminu\u00e9 dans les plus petites structures.<\/li>\n<\/ul>\n

      Il n\u2019existe pas d\u2019explication unique, mais Jordane Houdart, Legal Consultant PME chez SD Worx, r\u00e9sume la situation : \u00ab\u00a0Plusieurs facteurs entrent en jeu. Dans les \u00e9quipes de petite taille, le style de communication est souvent direct et informel, et la proximit\u00e9 entre dirigeants et travailleurs est plus grande. Cela permet d\u2019identifier rapidement les probl\u00e8mes et d\u2019intervenir \u00e0 temps. En outre, les travailleurs des petites organisations ressentent souvent un fort sentiment d\u2019implication et de responsabilit\u00e9, ce qui peut constituer un facteur de protection. Parall\u00e8lement, les grandes entreprises disposent de davantage de possibilit\u00e9s de travail adapt\u00e9 ou de r\u00e9int\u00e9gration. La politique d\u2019absent\u00e9isme r\u00e9sulte donc d\u2019un m\u00e9lange d\u2019\u00e9l\u00e9ments humains, organisationnels et structurels.\u00a0\u00bb<\/em><\/p>\n

      De nouveaux co\u00fbts pour les employeurs \u00e0 partir de 50 travailleurs<\/em><\/strong><\/h3>\n

      Le plan de retour au travail introduit \u00e0 partir de 2026 une contribution de solidarit\u00e9 de 30 % durant le deuxi\u00e8me et le troisi\u00e8me mois des indemnit\u00e9s de maladie pour les employeurs comptant au moins 50 travailleurs. Sept PME sur dix dans cette cat\u00e9gorie sont conscientes de cet impact financier suppl\u00e9mentaire ; 16% h\u00e9sitent encore.<\/p>\n

      Jordane Houdart, Legal Consultant PME chez SD Worx, pr\u00e9cise : \u00ab\u00a0\u00c0 partir de 2026, les organisations de plus de 50 travailleurs devront payer une contribution suppl\u00e9mentaire pour chaque travailleur malade depuis plus de 30 jours. Ce co\u00fbt s\u2019ajoute au salaire garanti. En 2025, le co\u00fbt direct moyen de l\u2019absent\u00e9isme de courte dur\u00e9e s\u2019\u00e9levait \u00e0 160.000 euros pour une organisation de 100 travailleurs et \u00e0 40.000 euros pour une organisation de 25 travailleurs. \u00c0 cela s\u2019ajoutent des co\u00fbts indirects tels que la perte de productivit\u00e9, le remplacement, la charge de travail pour les coll\u00e8gues et l\u2019impact sur les clients.\u00a0\u00bb<\/em><\/p>\n

      Et de conclure: \u00ab\u00a0La combinaison de co\u00fbts en hausse et de diff\u00e9rences marqu\u00e9es selon la taille de l\u2019entreprise rend indispensable une politique d\u2019absent\u00e9isme cibl\u00e9e. Il est crucial que les organisations connaissent leurs chiffres et prennent \u00e0 temps les mesures appropri\u00e9es.\u00a0\u00bb<\/em><\/p>\n

       <\/p>\n

      Source: SD Worx<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

      Les PME ressentent de plus en plus la pression li\u00e9e \u00e0 l\u2019absent\u00e9isme pour cause de maladie et r\u00e9agissent : une sur trois pr\u00e9voit des actions suppl\u00e9mentaires en 2026 afin de r\u00e9duire ou pr\u00e9venir l\u2019absent\u00e9isme. Parall\u00e8lement, de r\u00e9centes donn\u00e9es salariales du […]<\/p>\n","protected":false},"author":2,"featured_media":18747,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[65,10],"tags":[145,96,220,16,39],"yoast_head":"\nLes PME refusent de c\u00e9der face \u00e0 l'augmentation de l'absent\u00e9isme. - Peoplesphere<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/peoplesphere.be\/fr\/les-pme-refusent-de-ceder-face-a-laugmentation-de-labsenteisme\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Les PME refusent de c\u00e9der face \u00e0 l'augmentation de l'absent\u00e9isme. - Peoplesphere\" \/>\n<meta property=\"og:description\" content=\"Les PME ressentent de plus en plus la pression li\u00e9e \u00e0 l\u2019absent\u00e9isme pour cause de maladie et r\u00e9agissent : une sur trois pr\u00e9voit des actions suppl\u00e9mentaires en 2026 afin de r\u00e9duire ou pr\u00e9venir l\u2019absent\u00e9isme. 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