Swansea Council has reported a significant rise in sickness absence, primarily due to stress, presenting a challenging scenario for local governance.
- In the last financial year, Swansea Council staff accumulated 65,849 sick days, a 13% increase attributed mainly to stress, among other causes.
- The financial implication of these absences is substantial, with an estimated cost of £6 million, highlighting the need for efficient budget management.
- Swansea’s effort to mitigate stress includes initiatives like stress risk assessment workshops and health surveillance.
- The union highlights increased workloads and budget cuts as contributing factors, raising concerns about sustainability and employee well-being.
Swansea Council has observed a notable surge in employee sickness rates, with stress identified as the predominant factor. Over 65,849 working days were lost to sickness in the last financial year, marking a significant 13% increase from previous years. Stress accounted for 23% of these absences, followed by issues like hospitalizations and back injuries.
The financial burden of these absences is considerable, costing the council approximately £6 million. This figure, however, represents only a fraction of the council’s workforce. Council leader Rob Stewart emphasized that additional costs might arise in cases where employee coverage is essential for operational continuity.
Rob Stewart noted that in the previous year, 58,182 working days were lost due to sickness, the equivalent of 247 staff absent full-time. Comparatively, the latest figures equate to 280 staff being off for the full year, reflecting a troubling trend. The council recognizes that proactive measures are necessary to combat this issue.
In response, numerous initiatives have been deployed to address the rising stress levels and reduce sick days. These include mandatory wellbeing training, stress risk assessments, and health surveillance. The council is actively revising its absence policy and conducting regular compliance reviews to minimize sick leave.
The union Unison associates these high absence rates with increased workloads and budget cuts, voicing concerns about the pressure on staff to meet public service demands with limited resources. Unison’s Eddie Gabrielsen commented on the unsustainable nature of expecting fewer staff to execute more tasks, compounded by modest pay increases amidst governmental fiscal decisions.
Despite the challenges, Swansea Council reports some success in its efforts to decrease sickness absence. Various strategies, such as introducing HR officers to engage with employees on sick leave and appointing an occupation health advisor, signify a commitment to improving staff wellbeing.
Swansea Council’s rising sickness absence underscores the critical need for effective employee support and strategic budget management.
