In light of the escalating absenteeism rates striking the UK’s workforce, experts underscore the imperative of strategic management in tackling this burgeoning issue. Recent research unveiled by the Chartered Institute of Personnel and Development (CIPD) in October 2023 indicates a significant uptick in sickness absence, noting an unparalleled rate over the past decade with an average of 7.8 days lost per employee annually. Moreover, data from the Office for National Statistics reveals a staggering 185.6 million workdays forfeited to illness in 2022 alone. Predominantly, mental health concerns, musculoskeletal injuries, and the emerging issue of long Covid are cited as leading contributors to prolonged employee absenteeism.
Patrick Glencross, a Senior Associate at Furley Page, elaborates on the multifaceted challenges sickness absence imposes, including diminished productivity and escalated workload for remaining staff. The ramifications extend beyond internal operations, affecting the broader labour market and the national economy. Glencross advises, “Effective management of sickness and absence is crucial to enhance the likelihood of an employee’s successful return and to mitigate potential litigations such as disability discrimination, unfair dismissal, or personal injury claims against the employer.”
In response, the Advisory, Conciliation and Arbitration Service (Acas) has refined its guidelines on managing sickness absence, focusing on fostering a supportive workplace culture. The recommendations emphasise the importance of regular breaks, holiday utilisation, and managerial training to identify and address poor work-life balance among employees.
Continuing, Glencross emphasises the importance of employers maintaining diligent absence monitoring systems and responding proactively to such incidents. He notes the possibility, under certain conditions, of fair dismissal relating to chronic short-term or extended sickness absences. However, he warns of the imperative to navigate these situations cautiously, ensuring a fair and sensitive approach, particularly in addressing potential disabilities, to avert discrimination claims.
Conclusively, the resolution lies in the establishment and consistent enforcement of a clear, comprehensive absence management policy. Such a strategy not only ensures equitable treatment but also significantly reduces the risk of discrimination and fosters a healthier, more productive work environment.
