Recent research reveals a continued gap in the recording of sickness absence impacts by employers, pointing to potential areas for improvement.
- Eighty-two percent of employers now record sickness absence, a slight increase from previous years, but some still lag behind.
- A significant portion of employers finds difficulty in tracking sickness absence due to the rise of hybrid working environments.
- Understanding and documenting the cost of sickness absence is a priority for those committed to addressing employee health and wellbeing.
- Targeted support for employees, facilitated through comprehensive absence tracking, could lead to more effective business operations.
The findings indicate that while there has been a marginal increase in the recording of sickness absence by employers—from 80% in 2023 to 82% in 2024—this is still not on par with the 85% recorded in 2022. According to GRiD, an industry body for the group risk sector, only 69% record the impact of sickness absence, an improvement from 59% in 2023 and 63% in 2022. However, a significant portion, approximately 27%, still do not capture this impact, reflecting a missed opportunity to enhance employee support through effective health and wellbeing benefits.
A primary challenge identified is the growing complexity of tracking such absences due to hybrid work models. Nearly three-quarters of employers (72%) agree that working from home has the potential to obscure instances of sickness absence. GRiD’s spokesperson highlights that although there is a conscious effort to improve data collection, about 20% of employers are still not monitoring the number of days employees are off, and nearly 30% are not assessing the impact of those absences—both crucial elements for managing workforce absence and ensuring efficient business operations.
Analyzing the impact of sickness absence can also help identify trends, such as frequent absences in specific departments or roles, paving the way for effective interventions. Employers who appreciate the benefits of documenting sickness impact often focus on calculating the cost of sick pay, accounting for lost time and productivity, and understanding indirect effects, such as work covered by colleagues and management involvement. Some also measure direct costs, like temporary staff expenses.
Current support systems for handling sickness absence vary, and GRiD emphasizes the role of employee benefits advisers in guiding employers to utilize supportive services such as vocational rehabilitation, online health resources, and proactive health initiatives like wellness days and webinars. They also provide legal guidance on communicating sick pay entitlements, aligning with employers’ obligation to inform employees from day one.
Group risk benefits are highlighted as significant in offering both financial aid during prolonged employee absences and addressing physical, mental, as well as other non-health-related issues that contribute to absenteeism. These benefits extend to aiding employees with personal challenges, emphasizing the broader value of cultivating comprehensive absence data.
A forward-thinking approach to tracking sickness absence and its impacts is crucial for improving workplace health and efficiency.
