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Brazilian companies face a new silent challenge that is driving up production costs, altering industrial routines, and jeopardizing the future of productivity. The problem is invisible, but the impact is already felt in factories and offices.
The growing absence of employees in the workplace has become a headache for Brazilian companies, especially in the industrial and retail sectors.
According to recent data and reports from executives, absenteeism — a term used to define unjustified absences — has impacted productivity and operational costs directly, generating a new challenge for human resources managers amid a heated labor market.
The case of Vulcabras, the company responsible for the sports brands Olympikus and Mizuno, illustrates this reality well.
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According to information from SinPospetroRJ, during the announcement of the financial results for the last quarter of 2024, Wagner Dantas, the company’s Director of Investor Relations, pointed out absenteeism as a relevant factor in the increase of production costs.
According to him, the increase in labor costs per hour was directly influenced by the frequent absences of workers — a trend observed “throughout Brazil”, and not restricted to the company’s manufacturing units.
Unjustified Absences Concern Different Sectors
The problem is far from being isolated or unique to the footwear sector.
A survey conducted by the Brazilian Textile and Apparel Industry Association (Abit) in February 2025 revealed that 59% of textile industries reported an increase in employee absences compared to 2023.
According to Fernando Valente Pimentel, Executive Director of Abit, the data raises a red flag for the sector.
Although there is no single defined cause yet, the phenomenon appears to be related to a combination of a heated labor market, low unemployment rate, and increasing difficulties in retaining employees.
Abit also reported that 95% of companies in the sector face difficulties in hiring, with 38% reporting widespread personnel shortages, 8% unable to find qualified workers, and 3% dealing with unrealistic salary expectations.
Employees Leave Formal Jobs for Informal Alternatives
The migration of workers to the informal market has been another significant factor explaining the increase in absenteeism.
According to Haroldo Ferreira, Executive President of the Brazilian Footwear Industries Association (Abicalçados), the expansion of e-commerce and digital platforms has attracted employees who see informality as a source of supplementary — or even primary — income.
Many of these workers remain formally employed but juggle both worlds.
The result?
Attendance at companies declines, hindering operational performance and increasing costs for personnel reallocations or emergency hiring.
Daniela Paula Colombo, Legal and Human Development Director at Usaflex, corroborates this view:
“The vast majority of absences occur without justification and are more common among employees with less than a year in the company.”
The company, which operates with labor-intensive processes, sees absenteeism as a central metric for production planning.
When the number of absences exceeds the historical average, the company needs to reorganize its team or resort to extra hiring, increasing operational costs.
Incentives and Punishments: Strategies Under Debate
In an attempt to curb the rise in absences, many companies have started to condition benefits such as food baskets on employee attendance.
This measure, however, has been criticized by agencies such as the Labor Public Prosecutor’s Office (MPT).
According to Cirlene Zimmermann, National Coordinator for Environmental Work Defense at the MPT, there are reports of questionable practices in collective agreements and conventions.
In some cases, even a sick leave can cause the worker to lose benefits.
“This logic of punishment can generate even more dissatisfaction and, consequently, increase absences,” she warns.
Zimmermann also highlights another concern: the significant increase in absences due to mental illnesses, now recognized as occupational diseases by the National Institute of Social Security (INSS).
In 2024, the number of sick leave approvals grew by 29%, driven by a series of changes in the medical evaluation system and the use of the Atestmed tool, which allows for the digital submission of medical certificates.
Mental Health Takes Center Stage in the Debate
Mental health among workers has been one of the most mentioned factors justifying absenteeism, especially in recent years.
Experts point out that emotional exhaustion, pressure for productivity, and economic insecurity have significantly increased after the pandemic, even with partial economic recovery.
According to Adroaldo Portal, Secretary of General Regime of Social Security, the waiting time for examinations dropped from 70 to 45 days, and the number of examiners has nearly doubled.
Still, the use of Atestmed worries the MPT, as the absence of in-person evaluation may compromise the recognition of work-related illnesses, harming workers’ rights.
When the employment relationship is certified by an in-person examination, the worker is entitled to FGTS deposits during the leave and job stability for one year after returning.
However, for absences exceeding 180 days, in-person examinations remain mandatory.
Young People, Informality, and New Values
Another point of tension is the relationship of new generations with traditional industrial work.
Companies like Usaflex report difficulties in retaining young workers, who often view the manufacturing sector as unattractive compared to entrepreneurial possibilities, flexible schedules, and quick earnings offered by the digital environment.
Pimentel from Abit suggests that companies need to develop structured and appealing strategies to face this challenging scenario.
Among the recommended measures are salaries above the minimum established by collective agreements (practiced by 76% of companies in the sector) and productivity bonuses (adopted by 49%).
In addition, engaging with technical schools and training programs could be an alternative to supply the market with qualified labor.
In retail, the scenario is also concerning. According to Abit, supermarkets have delayed store openings due to staff shortages or started recruitment processes months in advance.
There is no single solution to the problem — and the sectors most dependent on labor feel the effects more intensely.
The growing absence of formal workers is a reflection of the profound changes in labor relations in Brazil — a mix of new expectations, pursuit of flexibility, increasing informality, and challenges related to mental health.
With the scenario transforming, companies and public institutions will need to adapt their strategies to ensure productive sustainability and the well-being of employees.
Have you noticed changes in the workplace or know someone who switched from a formal job to informality? Share your experience in the comments!
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