How digestive health stigma drives absenteeism and claims

Just because employees are at work doesn’t mean their health issues stay at home. This is especially true when it comes to digestive health.

GI conditions affect nearly 40% of people and it’s even listed as the number two reason for missed work, behind the common cold. That’s two out of five employees quietly battling symptoms that disrupt their sleep, their focus, and their mood. Research shows GI symptoms often overlap with anxiety, depression, and stress-related burnout—adding another layer to workplace well-being that’s often overlooked. 

Cylinder’s 2024 State of Gut Health in the Workplace survey, conducted by the Harris Poll, found that 59% of employed individuals with frequent GI symptoms or a diagnosed condition reported missing work, arriving late, or leaving early because of their digestive issues. 

Despite how common—and costly—these conditions are, digestive health rarely shows up in benefits strategies costing employers and health plans billions per year.

The invisible cost of “pushing through it”

Digestive issues are a large driver of absenteeism and presenteeism—when employees are physically at work but can’t focus or perform at their best. They’re also the leading cause of ER visits and repeat utilization, which creates significant downstream costs for health plans and self-insured employers. For health plans, this shows up in several ways:

• Avoidable emergency room visits for GI flare-ups.
• Repeat imaging, procedures, and specialist referrals.
• Pharmacy costs from poorly managed chronic conditions.
• Delays in diagnosis due to member uncertainty or stigma.
• Low engagement with benefits that could’ve prevented higher-cost cases in the first place.

And yet, when members are asked, far too often they say, “I didn’t know this wasn’t normal.”

For many women, this silence is even more pronounced. GI conditions like IBS and chronic constipation disproportionately affect women—often in ways tied to hormonal changes across life stages. Yet stigma and underdiagnosis persist, especially in workplace settings. In fact, women in the 2024 State of Gut Health in the Workplace survey were significantly more hesitant than men to discuss digestive symptoms with their managers or seek care through their employer-sponsored benefits.

What about GLP-1s?

The rise of GLP-1 medications has added another layer to the conversation around GI health. While these medications are highly effective for weight loss and chronic condition management, they also come with gastrointestinal side effects. The State of Gut Health survey found that 86% of GLP-1 users experience symptoms like nausea, diarrhea, and constipation—many of which have direct implications for absenteeism and productivity.

Given the growing popularity of GLP-1s, especially among younger adults and women, it’s critical that employers and health plans don’t treat these medications as a one-size-fits-all solution. Instead, GLP-1 access should be paired with comprehensive digestive support to reduce side effects and improve adherence.

Stigma-sensitive care drives better engagement

The good news: when digestive care is delivered in a way that’s personalized, stigma-aware, and easy to access, people engage. 

Cylinder’s approach—grounded in clinical care and designed for discretion—drives significantly higher engagement, especially among employees who’ve stayed silent for years. With fast, virtual access to licensed clinicians, individualized care plans, and health coaches trained to support behavior change, members get support without shame or judgment. This integrated approach combines clinical care, nutrition, behavioral support, and digital tools to meet members where they are. The result: 91% of members report improved symptoms and 92% report a better quality of life. 

We also see strong engagement rates that average 13%—more than double the industry standard—and meaningful improvements in outcomes like:

• 65%+ reduction in ER utilization.
• 5:1 ROI.
• Measurable improvements in quality of life and symptom control.

For employers and health plans, that’s a win on both sides of the cost-value equation.

Creating a culture where care-seeking is normal

Improving digestive health outcomes starts with access—but it also depends on culture. When benefits communications and workplace norms treat GI health as legitimate and approachable, employees are more likely to seek care early. Just as employers have begun to normalize conversations around mental health, it’s time to bring digestive health into the open—because the two are often connected, and both directly impact employee well-being and performance.

Here are three ways benefits leaders can make a difference:

1. Normalize the conversation: Use inclusive, empathetic language in benefits materials. Avoid euphemisms or jokes that reinforce embarrassment.
2. Offer discreet access: Digital platforms that ensure privacy and convenience help people take the first step toward care.
3. Look at the data differently: High ER use for abdominal pain, pharmacy claims, or spikes in short-term disability may point to unmet GI needs.

Digestive health doesn’t always get the spotlight—but it should. It’s a high-impact, often missed lever for improving outcomes, reducing spend, and supporting populations that are too often overlooked. Let’s make it part of the conversation.