Absence Rate Calculator
From absent days and scheduled work days, work out the absence rate as a percentage for an employee or a team.
輸入資料
計算結果
重點速覽：Absence rate = absent days / scheduled work days x 100%. 'Absent days' are unscheduled absences (sick, personal, unauthorised, per company definition); 'scheduled work days' are roster-required days (usually excluding public holidays and approved leave). Example: 200 scheduled, 10 absent gives 5.00%. It is a key HR indicator of attendance stability and workforce availability. WARNING: It does not explain causes; definitions vary across firms; sick leave and holidays are protected by Hong Kong's Employment Ordinance, so management must be lawful and non-discriminatory.
計算公式
缺勤率 = 缺勤日數 ÷ 應出勤日數 × 100%。
$$\text{Absence \%} = \dfrac{\text{Absent Days}}{\text{Scheduled Days}} \times 100\%$$使用說明
- Enter the employee's or team's absent days in the period.
- Enter the total scheduled work days in the same period.
- View the absence rate as a percentage.
以應出勤 200 日 (約一季度) 為例，不同缺勤日數對應的缺勤率對照表
| 缺勤日數 | 應出勤日數 | 缺勤率 | 概略解讀 |
|---|---|---|---|
| 2 日 | 200 日 | 1.00% | 很低，出勤穩定 |
| 5 日 | 200 日 | 2.50% | 偏低，屬正常範圍 |
| 10 日 | 200 日 | 5.00% | 中等，可留意趨勢 |
| 20 日 | 200 日 | 10.00% | 偏高，宜了解成因 |
| 30 日 | 200 日 | 15.00% | 很高，需正視處理 |
以應出勤 200 日計:缺勤率 = 缺勤日數 ÷ 200 × 100%。每多缺勤 2 日，缺勤率就上升 1 個百分點。上述『解讀』僅為一般參考 — 高缺勤可能源於流感季節等正當原因，須結合具體情境判讀，不宜單憑數字下結論。
理財情境案例
個人季度檢視：應出勤 60 日、缺勤 6 日
某員工在一個季度內按更表應出勤 60 日，實際缺勤 6 日 (含數天病假與一天事假)。缺勤率 = 6 ÷ 60 × 100% = 10.00%。
單看『缺勤 6 日』似乎不多，但換算成缺勤率 10%，就顯示他有十分之一的工作日不在崗，值得跟進。不過解讀時要謹慎:若這 6 日集中在流感高峰、且持有效醫生證明，屬合法病假，管理重點應放在了解與支援 (工作量、健康)，而非懲處。這正是缺勤率的用途 — 把絕對天數放到『應出勤』的基準上，讓管理者看到相對比重、及早關注，再結合成因判讀。
團隊比較：20 人、每人應出勤 22 日、合計缺勤 35 日
某部門本月有 20 名員工，每人應出勤 22 日，團隊應出勤總數 = 20 × 22 = 440 日;全月合計缺勤 35 日。團隊缺勤率 = 35 ÷ 440 × 100% ≈ 7.95%，平均每人缺勤 35 ÷ 20 = 1.75 日。
計算團隊缺勤率時，關鍵是分母要用『全體應出勤總數』(人數 × 每人應出勤日)，而非只用一個人的日數，否則會嚴重高估。7.95% 的團隊缺勤率可與過往同期或同業水平比較，判斷是否偏高;若某月突然飆升，宜追查是否有集體健康事件、士氣或流程問題。追蹤『趨勢』通常比單一數字更有價值。
常見問題
What absence rate is high?
No universal standard — it depends on industry, season and definition. Single-digit rates (e.g. 2-4%) are generally normal; sustained higher levels deserve attention. But read context: flu season spikes are normal波动; chronically high rates may signal stress, morale or occupational-health issues. Track trends versus your own history and peers.
Do annual leave and statutory holidays count as absence?
Usually not. The absence rate measures unplanned, operation-disrupting absences (sick, personal, unauthorised). Paid annual leave, statutory holidays, maternity and paternity leave are legal rights and pre-arranged, not absence. Define 'absent days' and 'scheduled days' consistently — scheduled days should already exclude public holidays and approved leave.
How does Hong Kong sick leave affect the rate?
It counts, but management must comply with the law. The Employment Ordinance protects employees' sick-leave rights — eligible employees accrue paid sick leave and receive sickness allowance with a valid medical certificate. These are statutory rights; employers must not discriminate or penalise employees for taking lawful sick leave. Use the rate to understand staffing and team health, not to target individuals.
How do I calculate a team's absence rate?
Use summed figures: team absence rate = total absent days of all members / total scheduled days of all members x 100%, where total scheduled days = headcount x scheduled days per person (sum individually if they differ). Example: 20 staff x 22 days = 440 scheduled; 35 absent days gives 35 / 440 = 7.95%. The team rate reflects overall labour loss; pair it with individual outliers for case follow-up.
How should I respond to a high absence rate?
First understand the cause, not rush to penalise. Separate certified sick leave, personal leave and unauthorised absence; look for patterns (Mondays, before/after holidays, specific teams). Address root causes — workload, flexibility, health support, or safety. Ensure any measure complies with the Employment Ordinance and is non-discriminatory. The rate's value is as an early signal, not a punishment tool.
相關工具
參考資料
內容審核：香港計算器財經團隊。缺勤率採『缺勤日數 ÷ 應出勤日數 × 100%』之通用人資計量算法;香港病假與假期權利參考勞工處《僱傭條例》。缺勤率僅為量化指標，成因須結合情境判讀，管理須合法合規，結果僅供人力管理參考。