Recent data reveals a concerning trend in how employers manage sickness absence, with implications for business efficiency.
- Eighty-two percent of employers currently track sickness absence, marking a slight improvement from previous years.
- Despite this, a significant one-third of employers do not record the impact of sickness absence, missing crucial insights.
- Hybrid working is cited as a barrier, with many employers acknowledging challenges in accurately tracking absences.
- Effective management of absence data is key to providing targeted support and improving overall staff wellbeing.
Data shows that employers are gradually improving their tracking of sickness absences, with 82% now recording such data. This is a slight increase compared to 80% in 2023 and 85% in 2022. However, a noteworthy one-third of employers continue to overlook the impact of these absences. This presents missed opportunities in leveraging data to support employee health and wellbeing more effectively.
The shift to hybrid working environments is identified as a factor complicating the accurate recording of sickness absences. A significant 72% of employers express that remote work tends to obscure absences, making it challenging to maintain reliable records.
Katharine Moxham, a spokesperson for GRiD, highlights the need for employers to enhance their data collection practices: “Hybrid working has certainly had an impact on employers’ ability to record sickness absence and its impact.” Employers who track absence data can proactively manage health issues such as mental health or musculoskeletal conditions.
Documenting the impact of sickness absence is crucial. Among businesses that recognise this, 49% calculate costs related to sick pay, 48% consider lost time costs, while 47% assess the impact of reduced productivity. Additionally, indirect and direct costs are considered by 46% and 36% of employers respectively.
Supporting employees during sickness absence involves understanding available resources. GRiD advises that employee benefits advisors can guide employers in identifying support services, enhancing employee recovery through health and wellbeing programmes.
Group risk benefits also play a vital role, offering support for physical and mental health challenges. These benefits provide financial assistance during extended absences and address factors such as financial advice and family matters, which can also lead to absences.
Understanding and documenting sickness absence is fundamental to preemptively addressing staff health issues.
