UK workplace absence rates are significantly outstripping pre- and post-pandemic levels with mental health the driving factor, according to the Chartered Institute of Personnel and Development (CIPD).
Its survey of more than 1,100 employers revealed UK employees were off sick for almost two full working weeks (9.4 days) on average in the last 12 months.
This was significantly up when compared to pre-pandemic level of 5.8 days, and the 7.8 days in 2023 when this survey was last carried out.
When quizzed about the top three causes of long-term absence (four weeks or more) in their organisation, mental ill health, such as depression or anxiety, accounting for 41% of time off, was the most common response from employers.
This was followed by musculoskeletal injuries, such as back pain (31%) and other long-term health conditions, such as cancer (30%).
For short-term absences of up to four weeks, minor illnesses such as colds and flu were by far the biggest culprit accounting for 78% of time off.
However, more than a quarter were attributed to mental ill health, such as depression or anxiety (29%) and stress (26%).
Caring responsibilities for children was also responsible for 26% of absences.
To cut sickness absence, the report calls on employers to take a proactive approach to managing health risks at work, ensure that jobs do not contribute to poor health, and provide effective support for employees with long-term conditions.
Employer response remains reactive
The survey found most business leaders recognised the value good health and wellbeing can bring organisations. Almost three-quarters of those surveyed (74%) said employee wellbeing was on senior leaders’ agendas, up markedly from 61% in 2020.
However, in spite of most organisations taking steps to improve employee health and wellbeing, these actions were still largely reactive.
For example, the most common responses to support mental health included access to counselling (43%), phased returns to work or other reasonable adjustments (43%) and providing access to employee assistance programmes (41%).
While training managers to support staff with mental ill health was less common (29%), where training is provided, it was found to make a tangible difference.
For example, 63% of employers said managers felt confident to spot the signs of mental ill health and 73% said they felt confident to have sensitive conversations and signpost to support.
This was compared with 45% and 57% respectively, where employers did not train managers.
Proactive approach
Rachel Suff, senior wellbeing adviser at the CIPD, said: “It’s really important for individuals, organisations and society that employers take a proactive approach to support people managing health conditions while working.
“The longer someone is off, the more they might struggle to return. Long or repeated periods of sickness absence can make it difficult for organisations to plan their work, and unplanned absences can also place additional strain on colleagues.
“As people are working and living longer, employers need to create workplaces that are supportive and help staff manage their health. Changes, like flexible hours and adjustments to workload, can often make a big difference to help prevent ill health from worsening and absence.
“Employers should also focus support on the areas where it’s needed most by addressing the main health risks to people.
“Since mental ill health is a leading cause of absence, taking targeted action to help employees deal with both work-related stress and personal challenges is crucial.”
Crucial role
Paul Schreier (pictured), CEO of Simplyhealth which sponsored the report, added: “Despite a concerning rise in ill health nationwide, the report highlights the positive commitment from businesses to enhance employee wellbeing, with more companies adopting dedicated wellbeing strategies.
“Employers have a crucial role in supporting employee health and driving a preventative approach, helping individuals stay in work while managing health conditions, benefitting both their workforce and the wider economy.
“By offering preventative care through easy-to-access health benefits that target the key drivers of absence – mental ill health, musculoskeletal issues and minor illnesses – employees are able to seek support early, before symptoms escalate.
“Providing affordable and accessible care, which is available to all employees 24/7, not just senior staff – can help employees recover quicker and return to work sooner. To help them make the most of these benefits, clear communication and a supportive culture are essential.”
