Recent reports indicate that workplace absences in the UK are at an all-time high, with employees taking an average of 7.8 sick days per year.
Weightmans, a prominent employment law firm, highlights the urgency for businesses to prioritise employee health and wellbeing as absenteeism rates climb. Alongside recommendations for boosting employee support, Weightmans advises employers on handling attendance and navigating the effects of high absenteeism on workplace culture, productivity, and financial stability.
The Impact of Rising Absenteeism
Absenteeism poses challenges for employers and employees alike, affecting productivity, team dynamics, and morale. Data from 2023 suggests that minor illnesses account for 94% of absences, while stress contributes to 76%, mental health issues to 39%, and management issues to 37%. High rates of absenteeism often force other team members to take on extra work, resulting in delayed deadlines, reduced quality of output, and strained client relationships.
The costs are significant. The average cost of employee absence is now £522 per employee each year, with some estimates suggesting even greater indirect financial impacts from lost clients and low-quality work. With these pressures in mind, experts at Weightmans urge companies to implement supportive measures aimed at reducing absence and fostering a healthier, more engaged workforce.
Addressing Mental Health and Reducing Stress
Employee stress is a critical factor behind rising absenteeism, and addressing mental health is a priority for companies aiming to reduce absence rates. Ben Daniel, Partner and Head of EPI at Weightmans, stresses the importance of preventative measures. “The pressures of the cost of living and stress mean that the mental health of many employees has suffered and workplace absences have increased,” he observes.
Promoting mental health initiatives within the workplace can make a tangible difference. Weightmans recommends that employers create environments where employees feel their work is meaningful and that they are valued. Feeling undervalued or disconnected from the company’s goals may lead employees to take sick leave unnecessarily. Managers are encouraged to articulate the broader pressures the business faces and explain how each role contributes to meeting these challenges. This can help employees understand their value and the importance of their attendance, fostering a sense of purpose and belonging.
The Importance of Clear Communication
Ensuring transparency around attendance policies and maintaining thorough records are crucial for effectively managing absences. Many companies fall short in accurately recording sickness data, making it challenging to address absenteeism proactively. Managers should prioritise precise record-keeping, noting all types of absences and their causes while respecting data privacy regulations under GDPR. This level of detail supports a clearer understanding of attendance trends, enabling HR teams to identify underlying issues and provide targeted support.
Regular check-ins with absent employees, particularly for long-term absences, reinforce a supportive culture and help individuals feel connected to the workplace, even when away.
Conducting Return-to-Work Interviews
Return-to-work interviews are an effective tool in managing attendance, allowing line managers to touch base with employees after an absence and discuss any issues that might have contributed to it. According to Weightmans, these interviews should occur promptly upon the employee’s return, demonstrating that both the absence and the employee’s reintegration are valued. By fostering open dialogue in these meetings, employers can build trust and encourage employees to share concerns, which might otherwise go unnoticed. These discussions also allow managers to proactively address any potential issues that could impact future attendance.
The approach in these conversations is crucial; Weightmans advises managers to adopt a supportive tone, expressing empathy without questioning the validity of the absence. By prioritising these touchpoints, companies can address attendance issues more effectively, reinforcing the importance of health and wellbeing in the workplace.
Flexible Working Options as a Potential Solution
Offering flexible working arrangements may reduce stress and help employees better manage their mental and physical wellbeing. In response to the growing pressures of high living costs and rising workplace expectations, flexible working options have become an increasingly attractive solution for reducing absenteeism. Daniel suggests that employers consider options such as flexible hours, hybrid work models, or compressed work weeks to accommodate the diverse needs of their teams.
“Finding ways to enhance your workplace flexibility may also help with the negative impact that the cost of living has on your employees,” Daniel explains. Encouraging managers to assess performance based on outcomes rather than traditional presence further supports a balanced work environment that places wellbeing at its core. Flexible options have shown potential in reducing the stress associated with financial and time constraints, and by offering these solutions, companies may see a marked improvement in attendance and overall employee satisfaction.
