Employee absences climb to almost two full weeks annually for each worker on average
In a recent report by the CIPD, it has been revealed that the pressures on HR professionals have intensified and are set to rise further as organizations adapt to the forthcoming Employment Rights Bill. The report, titled "Health and Wellbeing at Work", highlights the urgent need for organizations to address workforce health.
UK employees are taking an average of 9.4 days off sick in the last 12 months, a significant increase compared to pre-pandemic levels (5.8 days) and 2023 (7.8 days). This rise in absence levels is due to more working adults facing long-term health conditions. The top causes of short-term absence (up to four weeks) are minor illnesses (78%), mental ill health (29%), and stress and caring responsibilities for children (both 26%). The top three causes of long-term absence (four weeks or more) in organizations are mental ill health (41%), musculoskeletal injuries (31%), and other long-term health conditions (30%).
Most actions taken by organizations to improve employee health and wellbeing are reactive, with access to counselling (43%), phased return to work or other reasonable adjustments (43%), and providing access to employee assistance programmes (41%) being the most common measures. However, the report urges employers to create workplaces that are supportive and help staff manage their health as people are working and living longer.
HR professionals play a critical role in building effective and high-performing organizations, but their wellbeing is often compromised due to the emotionally demanding nature of their work. To maintain their wellbeing, practical steps include setting clear boundaries around workload, creating spaces to reflect, and connecting with peers for support and learning.
David D'Souza, director of profession at the CIPD, emphasizes the importance of supporting HR professionals to deliver what is required of them through jobs that are well-designed, properly resourced, and sustainable. He urges employers to take a proactive approach to supporting employees managing health conditions while working, as training managers to support staff with mental ill health is less common, with only 29% of organizations providing such training.
Where training is provided, it makes a tangible difference. 63% of employers say managers feel confident to spot the signs of mental ill health, and 73% say they feel confident to have sensitive conversations and signpost to support. Employers should focus support on areas where it's needed most, such as addressing mental ill health as it is a leading cause of absence. Changes like flexible hours and adjustments to workload can help prevent ill health from worsening and absence.
The majority of business leaders recognize the value of good health and wellbeing for organizations, with 74% stating that employee wellbeing is on senior leaders' agendas. Rachel Suff, senior wellbeing adviser at the CIPD, emphasizes the importance of employers taking a proactive approach to supporting employees' health and wellbeing. The CIPD's resources, such as the 24-hour counselling helpline, are available for HR professionals who need further support.
In conclusion, the report underscores the need for employers to prioritize employee health and wellbeing. By taking proactive measures, such as providing training for managers, creating supportive workplaces, and ensuring jobs are well-designed and sustainable, organizations can help reduce sickness absence and support their employees in maintaining their wellbeing.
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