Recent data from the Office for National Statistics reveals that the UK is witnessing a concerning trend in the rising rates of long-term sick individuals. Currently, a staggering two and a half million people in the UK are unable to work due to health problems, translating to one person on long-term sick leave for every 13 people actively working. Economists have sounded the alarm, emphasising that this absence from the workforce not only hampers productivity but also poses a potential threat to long-term economic growth.
The statistics reveal a steady increase in work-limiting health problems among 16 to 64-year-olds. In 2016, 15.4% of this age group reported such issues, which rose to 16.4% in 2019. By 2022, the percentage had surged to 18.1%, approximately 7.5 million people. The analysis also highlights another troubling fact—there are currently 400,000 more individuals not engaged in employment or actively seeking it compared to pre-pandemic levels.
The impact of the rising long-term sick rates on work productivity and team performance cannot be understated. When a significant portion of the workforce is absent due to health-related issues, organisations face numerous challenges. Decreased productivity, increased workload on remaining employees, disrupted team dynamics, and a decline in overall morale are just a few of the consequences. On top of this businesses must cope with the financial burden of absenteeism, including the costs of sick pay, temporary staff, and potential loss of clients or business opportunities.
To address these issues, organisations should consider strategies aimed at ensuring they have the right people in role, supporting employee wellbeing and enhancing resilience.
Here are some approaches that we believe make a difference:
Finding the Right Leaders
Leaders shape the culture and work environment within an organisation. Identifying and appointing leaders who prioritise employee wellbeing, create a positive work culture, and champion health and wellness initiatives can significantly contribute to reducing long-term sick rates and improving team performance. By prioritising these qualities and incorporating them into leadership selection and development processes, organisations can create a culture of support, empathy, and wellbeing for all, including those facing long-term health challenges.
Coaching
Enhancing leadership skills through coaching can reduce long-term absence and promote positive workplace culture. Coaching can support leaders to develop effective communication, empathy, and stress management skills, allowing them to better understand and address the needs of their team. This can support early identification of issues, prompt intervention, and a reduced likelihood of prolonged absences. Coaching helps leaders cultivate supportive and inclusive leadership styles, building an environment of trust and open communication where employees feel comfortable discussing their wellbeing. Coaching equips leaders with conflict resolution and problem-solving skills, improving their ability to address workplace issues that may contribute to long-term absence.
Coaching also helps leaders prioritise their own wellbeing and maintain a healthy work-life balance. This sets a positive example for their team members. By developing skills in stress management and work-life balance, leaders can mitigate their own risk of burnout. Additionally, coaching assists leaders in setting clear expectations, providing feedback, and holding employees accountable, facilitating a healthy performance management process that identifies and addresses potential issues before they escalate into long-term absences.
Mental Health First Aid Training
Training employees to recognise and respond to the signs of mental ill health in the workplace can create a caring culture, encourage early intervention, and ensure appropriate assistance is provided to those in need. By openly addressing mental health concerns and providing support, mental health first aiders can help to create a culture of acceptance and understanding. Reducing the stigma of talking about mental ill health. When employees feel supported in their mental health, it positively impacts their overall wellbeing and engagement. Having mental health first aiders can also increase early intervention for mental ill health and help prevent the escalation of mental health conditions.
Wellbeing Training
By addressing the underlying factors that contribute to employee wellbeing training supports a reduction in long-term absence. Providing comprehensive training programs that focus on physical, mental, and emotional well-being can help employees proactively manage their health, adopt healthy lifestyle habits, and maintain a better work-life balance. Well considered wellbeing training enables organisations to create policies and practices that prioritise employee wellbeing, such as flexible work arrangements, supportive leave policies, and access to mental health resources. By establishing a culture that values and supports employee wellbeing, organisations can reduce stress levels, enhance job satisfaction, and encourage stronger employee engagement. When employees feel supported and valued, they are more likely to seek early intervention, actively participate in their own wellbeing, and reach out for support when needed, minimising the duration and impact of potential long-term absences.
Resilience Training
Resilience training gives individuals skills and techniques to effectively manage stress. By developing resilience, employees can better cope with challenges, setbacks, and pressures. They learn strategies to maintain a balanced perspective, set boundaries, and practice self-care. Resilience training can also help individuals develop adaptability and flexibility in the face of change. Change in the workplace is ever increasing. Yet it can be a significant source of stress and anxiety for employees. The ability to adapt reduces the likelihood of employees becoming overwhelmed or resistant to change, ultimately decreasing the risk of ill health and long-term absence.
Addressing Increasing Long-Term Absence
The rising rates of long-term sick in the UK pose a significant risk to work productivity and team performance. To address the issue of increasing long-term absence employers should consider multiple approaches. Firstly, finding the right leaders who prioritise employee wellbeing and create a positive work culture is crucial. Coaching can enhance leadership skills, promote supportive and inclusive leadership styles, and equip leaders with conflict resolution and problem-solving abilities. Mental health first aid training can create a caring culture, reduce stigma, and provide early intervention for mental health issues. Wellbeing training focuses on comprehensive employee wellbeing, including physical, mental, and emotional aspects, while resilience training equips individuals with skills to effectively manage stress and adapt to change. By implementing all or some of these approaches, organisations can thrive will a supportive workplace culture, reduced long-term absence, and enhanced overall productivity and team performance.
If you’d like to speak to us or find out more about how we could support you or your business, get in touch here. We’d love to hear from you.
