The Welsh Government’s February update highlights concerning sickness absence rates within the NHS in Wales.
- A rise in overall sickness absence to 5.5% is reported, contrasting with the lower 4% rate in the police force.
- Public Health Wales NHS Trust achieves the lowest sickness absence rate at 3.3%, without additional measures.
- Welsh Ambulance Services NHS Trust faces the highest absence rates, with 9.2% among ambulance staff.
- Stress-related absences among ambulance staff are predominant, linked to workload and care targets.
The latest update from the Welsh Government reveals a troubling increase in sickness absence rates in the NHS across Wales, with the overall figure rising to 5.5%, notably higher than the 4% recorded in the police force. This data spans seven local health boards and three NHS trusts, revealing significant variances in absence rates. The report particularly highlights Public Health Wales NHS Trust, which has managed to reduce its sickness absence rate to just 3.3%. Remarkably, this reduction was achieved without the implementation of any additional measures, demonstrating effective inherent management practices.
In stark contrast, the Welsh Ambulance Services NHS Trust is grappling with the highest absence rates in the region. The trust reports an alarming 8.6% absence rate overall, with ambulance staff enduring a staggering 9.2%. This represents a significant increase from previously reported figures, which stood at 7.3% for ambulance technicians and paramedics.
The persistently high absence rates among ambulance staff are particularly concerning given the service’s history of staff shortages and delays in reaching critical emergencies. The service has struggled to meet its target of responding to life-threatening calls within eight minutes, achieving this goal only once since May 2013. The absence of specific reasons for the recent increase in these figures in the report is supplemented by earlier findings, indicating stress as a predominant cause.
Paramedics report that stress is largely due to overwhelming workloads and ambitious targets. A paramedic expressed frustration over the shortage of hospital beds, which adds to their strain: “You know you can be out there doing something helping people, and all you’re doing is basically babysitting patients for the hospital. They don’t want the patients through their doors because it counts on their figures. Yet we can’t leave them. We watch patients deteriorating in the back of our ambulances and we still can’t get them in.”
The challenges faced by the ambulance staff align with a broader pattern identified in a 2011 Swedish study, which noted increased heart rates in first responders during emergencies, exacerbating stress levels even outside of active duty. Unions highlight that the problem has intensified, with staff seeking legal advice on stress-related claims. This underlines the urgent need for intervention to manage absence and stress effectively.
Experts in absence management advocate for proactive measures, emphasising the necessity of identifying and addressing stress early. Adrian Lewis from a leading absence management consultancy stresses the importance of real-time data and supportive structures to mitigate stress. Solutions such as better training, increased staffing, and improved organisational support are seen as essential in creating a healthier work environment.
Despite the formidable challenges, there is hope for improvement. Plans are underway at the Welsh Ambulance Service to implement measures aimed at mitigating stress and improving employee well-being. Judith Hardisty indicates that the service will be focusing on training, upskilling, and increasing staff numbers to better support operational demands. The success of these initiatives could alleviate both the administrative and human burdens currently plaguing the service.
The Welsh Ambulance Service is taking steps towards addressing its critical challenges in staff sickness and operational stress.
