The first Monday of February, often called National Sickie Day in the UK, is statistically the day when the highest number of workers call in sick. But why does this happen, and what can employers do to manage absences effectively?
A staggering 5,456 absences were recorded on National Sickie Day in 2024. That’s 20.57% more than a typical Monday! With sickness absence on the rise, it’s no surprise that, according to the latest CIPD data, the average UK worker now takes 7.8 sick days per year. This growing trend is estimated to cost the UK economy as much as £43 billion annually.
What Can You Do as An Employer?
Employers must remain impartial during any investigation of suspected non-genuine absences. They should fully investigate the absence before deciding on an outcome and follow the ACAS Code of Practice on Disciplinary and Grievance Procedures.
From a motivational perspective, employers should consider balancing business needs with employees’ needs and be flexible with working times where possible. After all, research has shown that happy staff are more productive and have higher performance levels. If employers can achieve a good balance between business needs and staff morale, it can only lead to a better organisation for everyone.
Whatever the reason, whether the absence is genuine or not, employers should refresh their knowledge on effective absence management. One way to maintain effective absence management is to ensure that Sickness Absence Policies are in place, reviewed regularly and well communicated between staff.
Return-to-work interviews can be beneficial for tracking absence levels and the reasons for absence so that employers can identify if patterns are emerging. These interviews can also highlight areas of concern and help identify whether flexible working methods or reasonable adjustments are needed.
Supporting Staff With Work-Related Stress
Absence is not always about short-term illness. Work-related stress is becoming an increasing concern. According to HSE (2023/24), nearly half of all work-related illnesses, around 776,000 cases, were linked to stress, depression or anxiety.
HSE defines stress as:
“The adverse reaction people have to excessive pressures or other types of demand placed on them.”
Employers have a legal duty to protect workers from stress by conducting risk assessments and acting where necessary.
The HSE’s Working Minds campaign aims to help businesses prevent work-related stress in five steps and provides a range of tools and support to help businesses and workers understand the best ways to prevent work-related stress and encourage good mental health.
The HSE also provides valuable guidance for Managing Stress at Work that includes:
- Stress risk assessments to identify what is causing stress in the workplace
- A Talking Toolkit to help structure conversations with employees and find ways to reduce stress
Creating a Healthier Workplace
Managing absences is not just about policies. It is about creating a workplace where employees feel supported while keeping the business running smoothly. Taking a proactive approach, reviewing policies regularly and maintaining open communication at the heart of the business can help reduce absences and create a happier, healthier workforce.
We Can Help
If you need expert advice or further information about managing your employees’ sick leave, please contact our team today by calling 02920 853794 or emailing tcms@thomas-carroll.co.uk.