Addressing the UK’s escalating costs of long-term sickness leave
The cost of long-term sickness leave for the UK economy is expected to reach £63.3 billion annually by 2030, according to a joint study by Zurich Insurance and the Centre for Economics and Business Research (CEBR).
This estimate reflects a near doubling of current costs, driven by a 27% increase in workers with long-term health conditions over the past six years.
In 2023 alone, these workers accounted for 112.5 million sick days, resulting in a £32.7 billion loss in productivity.
Mental health issues (44%) and musculoskeletal problems (14%) such as back pain were identified as primary contributors to long-term sick leave.
Understanding the scope of the issue
The study underscores the urgent need for intervention from the government and employers to support rehabilitation of affected workers as well as preventing these issues from occurring in the first instance.
The Department for Work and Pensions’ Occupational Health Taskforce, established after it was found that only 28% of UK employers provided any form of occupational health for employees affected by long-term health conditions, plans to address long-term sickness figures.
The taskforce aims to drive employer awareness of the benefits of occupational health in the workplace. It will also produce a framework for businesses establishing minimum levels of occupational health necessary to prevent sickness-related job losses.
Ultimately, however, preventative measures, through early intervention before long-term sickness leave can occur, is the best approach to uncover the root of the issue.
If an employer provides employees with sufficient access to counselling resources, stress management tools, and mental health support, then underlying issues at work that may exacerbate into serious, long-term health problems are caught early.
Proactive and preventative strategies
To ensure effective support is in place, employers can look to comprehensive employee assistance programmes (EAPs) that offer tailored support to the specific needs of the workplace.
If benefits are communicated effectively, and a supportive work environment is fostered, then the likelihood of employees succumbing to long-term sickness due to unaddressed health concerns is reduced.
Aside from offering early intervention to tackle long-term sickness, EAPs can facilitate the rehabilitation of employees who have been on sick leave back into the workforce.
Through providing tailored support such as resources for managing chronic conditions, aiding in the transition back to work, EAPs can help employees reintegrate into the workplace successfully.
With quality, bespoke, EAPs existing on the market that can sufficiently address the reported increase in long-term sickness leave in the UK, what is needed is a rise in employers willing to invest in the health of their workforce.
For instance, offering employees fast-track access to a qualified GP, allowing them to bypass lengthy NHS waiting times, lowers the likelihood of health issues escalating to crisis point.
Effective communication
In the same vein, selecting an EAP that can cater to supporting employee mental wellbeing can act as a preventative measure towards long-term sickness leave as the right diagnosis and treatment can be provided at the right time.
It’s important that these services are regularly communicated and promoted to employees to ensure that they are being utilised and that ROI is achieved.
This investment, in turn, has the potential to significantly drive productivity due to healthy, happy and present staff who can perform to the best of their abilities.
