Andersen launches MIRA 360 to tackle absenteeism
Andersen Iberia and Andersen Consulting present MIRA 360 (Comprehensive Absenteeism Reduction Model), a methodology based on four levers that allows companies to move from absenteeism diagnosis to real intervention. It has been developed by Carlos de la Torre, labour partner at Andersen, and Francisco Puertas, managing director of Andersen Consulting, who explain that “the starting point is that most companies know their overall absenteeism rate, but very few know its internal structure, recurrence patterns or the real economic impact it generates. Without that information, any measure is generic.”
MIRA 360 starts from each organisation’s own data to build a precise diagnosis and turn it into concrete action, states Andersen. In Spain, absenteeism reached 1.47 million workers absent per day in the third quarter of 2025, with an estimated economic cost of €92,000 million, equivalent to 5.8% of GDP, and a concentration pattern showing that 64.5% of sick leave corresponds to employees with previous absences. Long-term sick leave has doubled in five years.
“We have been measuring absenteeism for years and doing very little to act on it. The problem is not data, it is decision-making. The HR function must take its role in this debate, translate the impact into the P&L, and activate a concrete plan,” says Francisco Puertas. He adds that “the key is not to act on all absenteeism, but to accurately identify where there is real room for reduction and direct resources there.”
As Carlos de la Torre states, “absenteeism cannot be addressed solely from an organisational or internal management perspective,” adding that “MIRA 360 translates regulatory knowledge into real operational decisions, ensuring that the measures adopted are not only effective but also legally robust.”
MIRA 360
MIRA 360 integrates all available sources — payroll, time tracking, mutual insurance, medical service, prevention — to build an intervention map, not just a report. The methodology identifies patterns, segments by type of absence, area and profile, and separates structural absenteeism (with limited scope for intervention) from manageable absenteeism (directly linked to organisational variables), where the main effort is concentrated, states the law firm.
