New research indicates a shift in attitudes towards sickness absence.
- 86% of employers and 69% of employees agree it’s now more acceptable to take time off when unwell.
- Employers claim well-being strategies reduce absence, but many aim to boost productivity instead.
- A significant disconnect exists between employers’ beliefs and their actions regarding employee well-being.
- Recommendations suggest cultural changes are needed to genuinely promote workplace well-being.
Recent research commissioned by Winckworth Sherwood has highlighted changing perceptions towards sickness absence. The report reveals that 86% of employers and 69% of employees now believe it is more acceptable to take time off work due to sickness compared to the past. This reflects a growing awareness of the importance of addressing health issues in the workplace, particularly mental health.
Despite positive statistics, there is a crucial underlying motivation behind well-being initiatives. While 84% of employers surveyed believe their strategies have reduced sickness absence, the main objective for many is boosting productivity rather than the genuine well-being of employees. This raises concerns over “well-being washing”.
The study indicates a disconnect between what employers believe and what they practice. Both employers and employees identified “good work,” fair pay and reward, and flexible working as key to promoting mental health. However, only around half of the employers offer such benefits, highlighting a gap between policy and practice.
There is a consensus between employers and employees that too much responsibility for health improvement lies on employees rather than workplace culture. Most agree that comprehensive changes are required rather than superficial solutions like free fruit or yoga.
Louise Lawrence, a partner at Winckworth Sherwood, emphasises the need for a shift towards meaningful cultural change to effectively promote well-being and decrease sickness absence rates. Harriet Calver suggests workplaces could be more effective if they re-evaluated their priorities and adapted strategies to meet organisational challenges.
The CIPD and ONS have reported that sickness absence rates in the UK have hit their highest levels in a decade. The findings suggest that employers should prioritise cultural changes over temporary solutions to tackle this issue effectively.
The findings suggest a need for genuine cultural changes in workplaces to effectively promote well-being and manage sickness absence.
