A recent EEF study reveals a troubling increase in sickness absence linked to mental health in the workplace, defying broader trends.
- The study surveyed 345 manufacturers, covering over 83,000 employees, showing a 0.2-day increase in sickness absence.
- Manual workers reporting zero absences dropped for the first time in five years, with only 55% of companies meeting absence targets.
- Mental health and stress-related issues are becoming leading causes of absence, with only limited workplace interventions in place.
- Experts stress the need for improved tools and training to address mental health challenges to enhance productivity.
The comprehensive study by the manufacturer’s organization EEF uncovers a significant rise in sickness absence due to unaddressed mental health concerns in the workplace. Despite a general decline in sickness absence reported by the CIPD, the EEF’s findings indicate an upward trend, as 345 manufacturers, representing a workforce of over 83,000 employees, reported an increase of 0.2 days in sickness absence. This trend marks a concern for businesses aiming to maintain productivity.
A notable finding is the decreased number of manual workers who reported zero absences, the first drop in five years. Only 55% of surveyed companies achieved their absence targets, marking the lowest compliance since 2008. This raises questions about the effectiveness of current workplace strategies to handle these issues.
Mental health concerns have emerged as one of the primary causes of absence, particularly stress and associated mental illnesses. One in four manufacturers now reports mental health conditions as a significant factor affecting attendance. Despite this, less than one in ten companies provide essential training for line managers to deal with such challenges, and only 2% have policies encouraging open mental health disclosures.
Experts like EEF’s Chief Medical Adviser, Professor Sayeed Khan, underscore the growing divide between short- and long-term absences, primarily driven by mental health issues. He emphasizes the need for societal and corporate recognition of these challenges to prevent further economic impact. Khan states that employers must be equipped to manage mental health issues similarly to other health-related absences.
Industry specialists note a stark deficiency in absence management mechanisms, with only a marginal fraction of firms measuring the impact of their current schemes. Iain Laws from Jelf Employee Benefits highlights an awareness among employers regarding the productivity costs of ill health, yet many lack formal systems to proactively address these issues at early stages.
Adrian Lewis from Activ Absence points out that automation in absence management could significantly reduce these rates by allowing early intervention and support. He stresses the importance of identifying and addressing problems early on for economic benefits.
It is imperative for businesses to enhance strategies in handling mental health issues to foster productivity and economic growth.
