Absenteeism or absence of employees from the workplace is a very complex phenomenon in the field of organizational psychology, which has significant negative consequences for the employer. Numerous factors related to the individuals their work have been shown as significant causes or correlates of absenteeism in previous research. The aim of this thesis was to examine the possibility of predicting absenteeism based on personal characteristics of employees, workplace characteristics and previous absences. The statistical significance of all the above factors as predictors of absenteeism was expected. Data was collected for a total of 216 employees of JGL d.d. in the production department for the period from 2015 to 2019. Results only partially confirm the hypotheses. Out of the personal characteristics, number of children and education of employees were related to absence measures. With the increase in the number of children, frequency of absence also increases, while it decreases with the increase in the education level of employees. Age and gender were not significant in predicting absenteeism, nor were any of the work-related characteristics (distance of residence from the workplace, length of service, amount of overtime work hours, and type of employment) on top of personal characteristics. Past frequency of absence was the most significant predictor of future absenteeism and lead to the insignificance of other predictors. Implications of this research point to desirability of introducing additional measurements of factors relevant to absenteeism in order to improve its prediction, understanding and management. The focus of these interventions should especially be on those employees that demonstrate a pattern of high absenteeism, as it will most likely continue if no action is undertaken.