Absence and Workplace Health Survey 2010 published

The CBI and Pfizer have published their 2010 Workplace Health Survey. The survey was conducted between February and April 2010 and covers absence data from 241 respondents in the 12-month period from January to December 2009. The respondents employ between them over 1.28 million people from a range of different sized businesses and industries. Here are some of the results:-

The average rate of absence in 2009 was 6.4 days per employee, a decline from 6.7 days in 2007;
Absence continues to be higher among manual employees than among non-manual categories and higher on average in larger organisations than in smaller firms;
Despite some improvement, average absence levels remain far higher in the public sector than in the private sector;
Employee absence cost the UK nearly £17bn in 2009 - the average direct cost of absence was £595 per employee in 2009 – a new record high;
Only a third of employers believe all sickness absence among their employees is genuine;
Absence costs vary considerably by sector, with direct costs in the public sector 50% higher on average than in the private sector.

While illness is the major cause of absence, the respondents cited a range of other important contributory factors for example, problems in the employees’ personal lives and some employees perceiving paid sick leave as an entitlement. Long-term absences made up less than one in ten of all spells of absence in 2009, but accounted for more than a fifth of total working time lost. This relatively small group cost the UK economy £3.7bn in 2009, highlighting the need to concentrate resources on those on long term sick.

Minor illnesses and ailments were identified by employers as the most common causes of short-term absence. Back pain was identified as the second most common cause. Mental health problems were also identified as a key cause of absence. Mental health conditions and back pain were reported by employers as the major factors giving rise to long-term absences.

Absence Management – how to tackle the causes and consequences of absence

What is key is a proactive approach by management to the issue of absence or attendance management. The report cited good management practices as the reason why there is a long term trend in falling sickness absence levels. Other contributors to the fall in sickness levels have included expanded occupational health services and changing workplace cultures. Attendance management would include an attendance policy which focuses on the quick and proactive management of absence, for example, return to work interviews, keeping in contact with those off sick, seeking professional advice at an early stage to manage the absence more effectively. Too often once someone goes off sick the employer does not contact them and then it becomes more difficult to assess a condition or see if a person is able to return to work, or do some work. Generous occupational sick pay schemes and benefits may also be less of an incentive for some to return to work.

The role of line managers is crucial for managing absence as often the line manager is the first port of call if an employee is off sick. Line managers can keep track of absence and also hold return to work interviews to improve attendance. It is also that line managers keep in contact with employees who are off sick.

The introduction of the new ‘fit note’ from April 2010 is aimed at increasing the dialogue between employer, employee and GP in the hope that employers will understand conditions and the reason for absences and begin to encourage employees back to work, albeit with some adjustment to their role.

Consistent with our policy when giving comment and advice on a non-specific basis, we cannot assume legal responsibility for the accuracy of any particular statement. In the case of specific problems we recommend that professional advice be sought.

Back to news