Sick days in UK businesses have surged 41% over the last three years, signalling deeper issues within workplace environments.
- Mental health conditions like stress and burnout are leading contributors to this increased absenteeism.
- Over half of HR leaders cite deteriorating workplace culture as a significant factor in rising sick leave numbers.
- A large portion of the UK workforce lacks access to basic health services, exacerbating the issue.
- Leadership and strategic management of workloads are critical to addressing the cycle of absenteeism.
A recent report has indicated a significant rise in sick days across UK businesses, with an increase of 41% noted over the past three years. This trend highlights underlying challenges within workplace culture, employee satisfaction, and overall well-being. Over half of the HR leaders surveyed attribute this rise to a decline in workplace culture and employee performance.
Mental health issues, particularly stress and burnout, account for a quarter of employee turnover. In addition, 19% of employees have resigned due to ongoing health concerns. This situation not only impacts short-term absences but also long-term unemployment, with 2.8 million people currently out of work due to prolonged illness. Experts predict this number could escalate by 53% within the next five years.
The root causes of absenteeism must be addressed, according to HR professionals. Factors such as the lack of flexible working options, insufficient mental health support, and dissatisfaction with pay and autonomy are crucial aspects to consider. Providing a supportive environment where employees feel valued could mitigate some of these issues.
Organisations are encouraged to adopt strategic approaches in managing absenteeism. This involves effective workload management to prevent additional stress on co-workers and maintaining morale. By balancing workloads carefully and implementing supporting mechanisms, companies can reduce the impact of absenteeism.
Nearly half of the UK workforce still lacks access to essential health services, such as flu vaccinations and routine health checks. By integrating well-being programmes alongside workload management strategies, employers can potentially reduce sick days and enhance productivity.
Leadership plays a pivotal role in addressing these concerns. However, half of the HR leaders believe that inadequate leadership and communication impede effective absenteeism management strategies. In a dynamically changing work environment, it is essential for organisations to develop flexible, tailored policies that align with their workforce’s specific needs.
Absenteeism tracking remains a missed opportunity for many businesses. Although the majority of employers document sickness absence, 27% fail to monitor its operational impact. Without this data, implementing successful absenteeism reduction strategies becomes challenging, especially in hybrid work settings where absence tracking is complicated.
To effectively manage increasing absenteeism, businesses must adopt flexible policies, improve workplace culture, and prioritise employee well-being.
