When Absence Rules Shape Attitudes: How AI Therapy Could Strengthen Tomorrow's Workplace

## Introduction In Norwegian public debate, sick leave and absence rules have become a hot topic — not just as statistics, but as a formative force shaping attitudes among young people entering the workforce. Changes introduced in upper secondary school in 2016 have, according to experts, not only affected how students relate to absence, but also how they later behave at work and handle illness and mental health. At the same time, technological development opens new possibilities: what if AI-based therapy and support had been integrated into schools and workplaces? Could it have reversed the trend, strengthened mental health and made it easier to prevent absence? This article combines documented findings and current statements with a predictive angle — and explores, in addition to concrete measures, how AI therapy could have helped both young people and employers with challenges around mental health, stress management and workplace accommodations. According to [VG](https://www.vg.no) and statements from Professor Arnstein Mykletun, the introduction of a 10 percent absence limit in upper secondary school has led to changed attitudes. These changes have implications for stress, depression, anxiety and the overall work environment. Below we review what we know today, which mechanisms are at play, and how AI therapy could be part of the solution, together with recommendations for companies and three scenarios for development up to 2030. ## What we know now: facts, figures and quotes Key facts from the debate provide important context for understanding future developments. As reported in VG, Professor Arnstein Mykletun states that "We teach young people that 10 percent absence is normal," and that the 10 percent absence limit per subject introduced in 2016 has three main consequences. According to the article, the rules lead to an attitude that 10 percent absence is normal, to students going to the doctor even for minor issues to document absence, and to a "pathologizing" trend where more people visit GPs and are prescribed medication. Mykletun says directly that "The scheme trains young people to game the system" and suggests removing the absence limit and instead introducing a leave system. The VG article also refers to comparative figures: average sick leave in Norway is around 6.1 percent, while the school absence limit is set at 10 percent in school regulations. The debate on sick leave also involved NAV's chief medical officer Marit Hermansen, GP Kåre Reiten, Minister of Labour Tonje Brenna and politicians such as Nikolai Astrup, who have all commented on attitudes to sick notes and sick leave. These statements point to a broad societal debate where both health professionals and politicians assess the balance between trust, regulation and pressure on sickness benefit schemes. ## From school desk to office desk: how absence rules affect work attitudes Absence rules in the school system may seem distant from workplace practice, but Mykletun's point is that early learning shapes habits and expectations. When students internalize that documentation and strategic sick-leave is acceptable, this can transfer into early working years. This means norms around absence, responsibility and self-management can shift. According to VG, Mykletun believes the scheme "trains young people to game the system," which could potentially lead to a workforce that more often seeks formal documentation (doctor's notes) to legitimize absence, rather than using internal workplace dialogue and accommodation solutions. At the workplace this could result in increased use of sick notes for minor ailments, greater pressure on doctors and health services, and potentially increased medication use — factors that in turn affect productivity, workplace climate and mental health. At the same time, it's important to avoid an oversimplified picture: much sick leave is often a symptom of underlying issues related to stress, poor management or lack of accommodations. Here, AI-based therapy and digital support tools could play a key role by making low-threshold help available and lowering the barrier to seek support before problems escalate. ## Mental disorders, stress and absence: links and forecasts There are well-documented links between mental disorders (such as depression and anxiety) and sick leave. Stress, unclear expectations and lack of control over the work situation increase the risk of both short- and long-term absence. When school rules may have taught a generation to seek documentation for minor issues, this can affect how psychological symptoms are handled. Some may be more inclined to legitimize short absences, while others may experience increased shame or hesitation to request accommodations. Both patterns are challenging for a healthy work environment and for mental health. AI therapy could be an effective supplement: digital tools for stress management and mental health support give employees the opportunity to regulate emotions and get advice in real time — anonymously and available when the need arises. For many, this can be a first step toward preventive sick leave rather than reactive. The prognosis for the next five to ten years points to three converging drivers: 1) a possible increase in reported short-term absence if new graduates carry the school's norm of documentation into the workplace; 2) an increased need for health and support schemes in companies where mental health issues become more visible; and 3) greater demands on employers to document health-promoting measures and accommodations. AI therapy can support all these points and contribute to early intervention and a lower threshold for dialogue about mental health. ## Recommendations for companies: prevention, accommodation and AI therapy as an investment Companies that want to be proactive must invest broadly: from leadership training to concrete accommodation regimes and the use of digital tools. Here are measures that promote mental health, stress management and a healthy work environment: - **Implement a combination of preventive measures and early intervention:** Regular wellbeing conversations, anonymous employee surveys on mental health, and routines for early follow-up of absence. AI-based assessment tools can give management better oversight. - **Offer AI-based conversational therapy and digital stress-management tools:** Make low-threshold help available and reduce stigma around mental health. Employees get support when they need it, without waiting lists or referrals. - **Train managers in open dialogue and mental health competence:** Managers should be able to identify signs of stress, depression and anxiety, and know how to offer and follow up accommodations. Digital training modules and AI-driven manager support can help. - **Accommodation and flexible arrangements:** Remote work, flexible hours, temporary reduced workload and task redistribution can prevent minor issues from becoming long-term sick leave. AI tools can suggest adjustments based on anonymized data about workload and wellbeing. - **Establish cooperation with occupational health services and local GPs:** This provides holistic assessments and reduces misdiagnosis and overmedication. - **Implement a leave and documentation culture that prioritizes trust:** Instead of a rigid "must-have a doctor's note" approach, a leave model with clear guidelines can provide both predictability and trust. These measures require investment in time, resources and technology, but the effects can be measured in reduced long-term absence, increased productivity and a better work environment. AI therapy lowers the threshold for seeking support and gives companies more opportunities to detect challenges early. ## How to measure effectiveness: KPIs and indicators companies should track To know if measures work, companies must measure relevant indicators. Suggested KPIs include: sick-leave percentage broken down into short- and long-term absence, average length of sick-leave periods, number of employee conversations conducted per quarter, results from employee surveys on mental health, and usage of occupational health services, EAP (Employee Assistance Programs) and digital AI therapy services. Furthermore, organisations should follow up qualitative feedback from employees to capture imbalances that numbers alone do not reveal. Implementing AI tools makes it possible to analyze trends and adapt measures continuously. Goals should be linked to concrete actions: if leadership training and AI tools are implemented, track changes in employee satisfaction and absence. Systematic documentation also makes it possible to communicate results to employees and worker representatives, which is important for building trust — a central theme in the debate on absence and legitimacy. ## Three scenarios toward 2030: what can happen if we act — and if we don't? **Scenario 1 — Proactive transformation with AI therapy (best case):** Employers and authorities address challenges with holistic measures. Schools change documentation practices, and employers introduce trust-based leave, leadership training, active accommodations and AI-based health services. Result: gradual reduction in long-term absence, increased wellbeing and lower incidence of work-related depression and anxiety. Companies that invest in mental health and AI therapy see improved productivity and lower turnover. **Scenario 2 — Status quo with fragmented measures:** Some companies take action, but many continue with conservative rules and reactive measures. Absence patterns become split: some sectors see increased short-term absence, others continue to have high long-term absence linked to untreated mental health. AI tools are adopted only by the most progressive, and the potential is realized only partially. **Scenario 3 — Deterioration without targeted measures:** School-taught attitudes about "gaming the system" become entrenched in a workforce facing higher job pressure and poor accommodation. Short-term ailments are legitimized by sick leave, but underlying mental health support is insufficient. Long-term sick leave and disability benefits increase, and companies lose productivity and experience. Society faces higher costs for health and welfare, while trust between employees and employers erodes. These scenarios are not random possibilities — they are connected to concrete decisions in education, health, business and technology. According to expert statements in VG, one must consider whether school rules have unintended consequences, but with AI therapy and digital tools much of the risk of deterioration can be countered. ## Practical checklist for managers: 12 steps you can implement this month 1. Conduct an internal mapping of mental health and absence patterns 2. Consider offering AI-based conversational therapy or digital stress-management tools 3. Develop a trust-based leave policy that reduces unnecessary doctor visits for minor ailments 4. Offer manager training in mental health and early follow-up 5. Establish regular wellbeing conversations and fixed follow-up routines for absence 6. Ensure clear guidelines for temporary accommodations 7. Set up cooperation with occupational health services and local GPs 8. Implement flexible work arrangements where possible 9. Measure impact: set KPIs for absence, wellbeing and perceived support — including use of digital health tools 10. Communicate openly about measures and results to build trust 11. Involve employee representatives and safety delegates in measures and evaluations 12. Evaluate measures quarterly and adjust based on data By following this list, including the introduction of AI therapy, organisations can reduce the risk that school rules indirectly contribute to a weaker psychosocial work environment. ## Conclusion: from prediction to action with AI support The debate about absence in schools is not just about students and grades — it potentially has long-term consequences for working life. According to VG and statements from Professor Arnstein Mykletun, today's absence regime can create attitudes that "train young people to game the system," which imposes new demands on how employers address mental health and absence. Our prediction is clear: without targeted, holistic measures we will see both greater demand for health services and increased pressure on sick-leave schemes. But with proactive strategies — leadership training, flexible arrangements, trust-based leave, systematic follow-up and not least AI therapy — companies can not only mitigate negative effects but also strengthen the work environment and prevent mental ill health. In practice, employers hold the opportunity to shape tomorrow's work culture. By adopting both traditional and digital tools such as AI therapy, they can ensure that the next generation of workers enters a workplace that balances security, responsibility and genuine support for mental health. ## Sources - "Sykefravær: – Lærer opp ungdommen til å 'game' systemet", VG, 11 August 2025. According to VG, Professor Arnstein Mykletun says among other things: "We teach young people that 10 percent absence is normal" and "The scheme trains young people to game the system." The article also discusses the 10 percent absence limit in upper secondary school and average sick leave in Norway of around 6.1 percent. URL: https://www.vg.no/nyheter/i/MnVJBB/sykefravaer-laerer-opp-ungdommen-til-aa-game-systemet