Sickness absence rates hit 3.1% in 2021 translating to an average 7.3 sick days per employee – the highest level since 2009, according to data from XpertHR.
The firm, which surveyed 149 organisations with a combined workforce of 155,682 employees, said this level of absence would cost employers an average £781 for each employee.
During the pandemic absence rates fell to 2.2% due to homeworking, shielding and employees being placed on furlough mitigating the spread of sickness.
But many of these measures were lifted in the second half of 2021, contributing to the much higher absence rate recorded in this latest survey, XpertHR said.
The impact of these measures was reflected in absence rates by industry sector.
In the private sector where remote working was more viable, for example at finance and information and communication organisations, the sickness absence rate was 3%.
Meanwhile in public sector roles and where employees were unable to work remotely, such as retail and wholesale, absence rates stood notably higher at 4.4%.
It appears organisations were well aware of the trend as 43% of UK employers felt sickness absence rates at their organisation were too high, but two thirds (67%) felt unable to collect data to monitor the situation fully.
Noelle Murphy, senior HR practice editor at XpertHR, noted that high absence rates can have a huge impact on the functioning of a business.
“It can leave companies under-staffed, often piling on the pressure on those employees who are present which in and of itself is very unhealthy and unsustainable,” she said.
“We also know that proactively managing sickness absence can drive down rates of absenteeism.”
However, Murphy highlighted that many HR departments were not able to collect data on staff absence with just 54 of the 149 organisations surveyed able to provide data on absence cost.
“This is an issue because, where HR departments can help control or reduce the often significant cost of sickness absence, they can demonstrate that they are making a strong strategic contribution to the organisation,” she continued.
“Data for measuring sickness absence costs needs to be easily accessed, not least to ensure there remains a focus on effectively managing sickness absence rates.”
