The 2015 CIPD Absence Management Report reveals an increase in average sickness absence among British workers, with public sector seeing significant challenges.
- British workers saw a slight increase in sickness absence, averaging 6.9 days per worker in 2015, up from 6.6 in 2014.
- However, public sector workers experience absenteeism rates 50% higher than those in the private sector, with significant cost implications.
- Stress is a leading cause of absence in the public sector, particularly driven by organizational changes, as highlighted in the report.
- Experts emphasize the importance of strategic absence management to reduce the financial burden and improve workplace health.
The latest figures in the 2015 CIPD Absence Management Report indicate a modest rise in sickness absence for British workers, now averaging 6.9 days per worker compared to the previous year’s 6.6 days. Despite this increase, the current levels remain below those reported in 2013. The more pressing concern, however, lies within the public sector.
Statistics reveal that public sector employees, encompassing roles in the NHS, civil service, education, and government agencies, exhibit sickness absence rates 50% greater than their private sector counterparts. This disparity also translates into higher median costs per employee for the public sector.
The report underlines that stress-related absences are notably prevalent within the public sector and are ranked among the top five causes of absence. This issue is exacerbated by findings that 37% of public sector employees point to organizational restructuring as a primary source of their stress.
Given the public sector’s proactive efforts in supporting mental health, the surge in stress levels is surprising. Initiatives to promote mental wellbeing are widespread, yet stress absence—particularly among NHS staff—has increased by 37% over three years, as previously reported by the Telegraph.
Mark Littlewood from the Institute of Economic Affairs criticizes the public sector’s historical issues with managing sickness, noting that effective management could lead to substantial taxpayer savings, even when considering the unique challenges faced by NHS workers.
Joy Gateley emphasizes the importance of comprehensive absence management strategies, including consistent tracking of absence causes and trends to implement effective preventative measures.
Absence management expert Adrian Lewis advocates for a strategic overhaul, citing success with modern systems that significantly reduce sickness absence, proposing that these should be part of broader efforts, including employee engagement and policy reviews.
Effective absence management is crucial in addressing the significant challenges faced by the public sector.
