Aflac’s second annual Time Away Study sheds new light on the challenges employees face when stepping in for colleagues on leave. The findings reveal alarming impacts on physical health, mental well-being, and workplace productivity, signaling an urgent need for companies to rethink leave coverage strategies.
The toll on employees is real
According to the 2025 study, employees covering for a peer experience significant strain:
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41% reported burnout when a co-worker’s leave extended beyond eight weeks.
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Mental well-being dropped 11 percentage points during coverage periods.
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27% of employees diagnosed with a new health condition attributed it to increased workload.
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18% reported worsening of preexisting conditions.
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73% experienced moderate to high stress or anxiety.
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Nearly 30% received no recognition, despite 95% of leaders having access to recognition tools.
Moreover, 67% of those newly diagnosed while covering for a colleague required time off to care for themselves, further disrupting workflow.
Proactive leave management as a business imperative
Aflac emphasizes that organizations can reduce burnout and protect productivity by implementing structured leave coverage plans. This includes clear communication, regular check-ins, and formal recognition for employees assuming additional responsibilities.
“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, VP of Marketplace Solutions at Aflac. “Employers should create strategies that support long-term employee well-being during these periods.”
Lessons for leaders
The study highlights that even tenured employees—often assumed to manage workloads better—are vulnerable to stress when covering for others. JR Shamley, SVP of National Accounts Business Development at Aflac, stressed, “Leaders should ensure workers are supported, recognized, and rewarded in line with the additional work expected of them.”
Drawing a parallel to disaster recovery planning, experts suggest that businesses adopt robust leave contingency plans that prioritize consistency, communication, recognition, and support. Such strategies not only protect employee health but can also maintain productivity, engagement, and retention—key differentiators in today’s competitive labor market.
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