The CIPD’s Health and Wellbeing at Work report supported by Simplyhealth, provides data and analysis on current health and wellbeing trends and practices in the workplace. The latest report has revealed worrying trends in sickness absence.
In this article we have highlighted the key findings and measures employers could implement to help reduce sickness absence rates and maintain a healthy, productive workplace.
Key findings of the report
The report has revealed a spike in sickness absence, with mental ill-health a major contributing factor.
- The average number of sickness absence days per employee per year is 9.4 days, up from 5.9 days in 2019.
- Minor illness such as colds / flu and stomach upsets are the most common causes of short-term sickness absence.
- Mental ill-health such as depression or anxiety is the second most common cause of short-term sickness absence and the most common cause of long-term sickness absence.
- Stress is also a key contributor to sickness absence, affecting both short- and long-term cases.
- The most common causes of stress-related absences include workload pressures and personal / family issues.
- Musculoskeletal injuries are also a leading cause of sickness absence, particularly in long-term cases.
What measures can be taken to reduce sickness absence rates?
Over a third of employees reported that their organisation is much more reactive than proactive in their approach to wellbeing. Supporting employees once they are unwell is important, but it makes sense for employers to take steps to prevent the conditions that cause the absenteeism in the first place. These can include:
- Analysing sickness absence data to gain a broader understanding of factors contributing to trends in your organisation. Look for patterns in frequent, short-term absences, stress related leave and potential triggers.
- Conducting employee surveys, return-to-work interviews and performance reviews. Results can reveal areas of concern such as workload pressures, issues with management or patterns related to stress and burnout.
- Fostering an open and transparent culture that removes the stigma surrounding mental ill-health.
- Training line managers to recognise the early signs of stress and poor wellbeing so they can guide employees to the appropriate support will help prevent issues escalating.
- Carrying out workstation risk assessments (including those who are working from home), to address any musculoskeletal issues and prevent long-term injuries
Managing individual cases
Of course, no matter how proactive employers are, there will always be instances of long-term absence. In managing such situations employers need to be aware of their duty to make reasonable adjustments for employees with conditions that could amount to a disability under the Equality Act. They also need to ensure that they follow a fair absence management process before taking a decision to terminate the employment on grounds of capability.
If you need help with managing absence, get in touch on 01942 727200 or email enquiries@employeemanagement.co.uk to speak to a member of our expert team.
We also have a range of CPD-certified, health and wellbeing courses available via our e-learning portal, including ‘Dealing with stress, pressure and burnout’ and ‘Managing stress and anxiety in the workplace’. Each course delivers interactive, bite-sized training from as little as £25 per employee, per course. Get in touch with us at EML to find out more.