Big rise in long-term sick hitting UK workforce

I have long been of the view that many organisations do not proactively manage employee absence (whether the absence is long or short). I am also of the view that a failure to proactively manage absence has the potential to equate to acceptance or condoning of absences for the employee concerned and those around them. Of course, there are exceptions to both views and it should not be ignored that some absences, managed or not, cannot and should not be shortened.

With these views in mind, my interest was drawn to a headline on the BBC news app on 20 February 2023 that there is a ‘big rise in long-term sick hitting UK workforce’. I have not checked the source data but, according to the article and a Labour Force survey, the number of individuals on long-term sick has jumped by 353,000 (over a third of a million) to nearly 2.5 million adults when comparing October 2022 to December 2022 with December 2019 to February 2020 (just before the pandemic began to take hold from March 2020).

The article lends some theories and notes that there are no doubt many contributing factors to this jump. I am sure that one factor is the failure of organisations to manage the absences. When I speak with organisations regarding specific absence situations they have, often at the point where they are no longer willing to tolerate the absence and wish to dismiss the individual, I am met with a number of reasons for why nothing (or little) has been done, but the main one is often a lack of knowledge and in turn confidence that they are able to challenge and manage absences.

Before reaching the point of potentially dismissing an individual every organisation can and should take some very simple, low risk steps to manage absences:

1. Sometimes, but not always, long term absence follows odd days off here and there. Return to work interviews are a good way to discourage anyone who may be trying to ‘pull a fast one’ but, far more importantly, it is an opportunity to see if there are any underlying health issues or personal issues that, with some support, can be prevented from escalating.

2. If absences do become prolonged, stay in touch with the employee. A lack of contact with the organisation and colleagues can result in a reluctance to return. Regular chats can also be a useful source of information about any recommendations that have been made by medical professionals who are caring for the individual or procedures or changes to medication and the like that might be coming or have taken place, the effectiveness of which can be monitored at appropriate times.

3. In some cases, it is well-advised to obtain medical advice on an individual’s health position, which also takes into account the individual’s personal circumstances, role and the organisation to see if anything can be done to help the individual return to their role (or another) earlier than might otherwise be the case.

It is an blatant observation to make, but often overlooked, that organisations (and individuals) will not know what is possible unless questions are asked and answers received, and to make another obvious statement, the sooner those questions are asked and the answers received the sooner the right steps can be taken to minimise absences.

If you are an organisation we can discuss a particular absence issue that you have and provide step by step guidance and support to help you manage it – whether that is to an effective, earlier and sustained return or otherwise (https://www.birkettlong.co.uk/site/in-business/employment-hr/resolving-employment-disputes/).

We can provide this within our BLHR service for a fixed fee (https://www.birkettlong.co.uk/site/in-business/employment-hr/birkett-long-human-resources/) or alternatively we will discuss costs with you based on the circumstances.

We can also provide training to individuals within your organisation who may have to manage absences, on the most effective way to approach it (https://www.birkettlong.co.uk/site/in-business/employment-hr/birkett-long-human-resources/employment-law-hr-service/)

In both cases we will provide your organisation with the knowledge and in turn the confidence to address a particular issue or issues which may arise in the future.

If you are an employee and you are unwell and wish to proactively work with your employer to support your return or you feel you are being unfairly treated by them, we can also help to guide and support you through what we know is a difficult and stressful time.