SICKNESS ABSENCE
Sickness absence returns to pre-pandemic levels – here to stay?
The latest data from the Office for National Statistics (published June 2025) shows that the overall sickness absence rate in 2024 fell to 2.0%, down from 2.3% in 2023. This marks a return to pre-pandemic levels and is the lowest rate since COVID-19 significantly disrupted workplace health patterns.
In total, around 148.9 million working days were lost to sickness or injury in 2024, with UK workers averaging 4.4 days off each. While this is a noticeable improvement from recent years, employers shouldn’t assume the pressure is off.
What’s driving absence – and what’s still a concern
The most common reasons for sickness absence remain broadly the same:
Minor illnesses (30% of all absence)
Musculoskeletal problems such as back and neck pain (15.5%)
Mental health conditions, including stress and anxiety (9.8%)
Respiratory conditions (7.3%), including ongoing COVID-related illness
There are also clear differences across sectors and demographics. Absence rates are higher for women (2.5%) than men (1.6%), and higher among part-time workers (2.6%) than full-time staff (1.9%). Public sector organisations continue to see higher absence rates (2.9%) compared to the private sector (1.8%).
“Employers should see this as an opportunity to refocus on early intervention, employee wellbeing and sensible policies that support both the organisation and its people.”
Although the overall rate has improved, the ONS has cautioned against reading too much into the figures, particularly given smaller survey sample sizes in recent years. What’s more, long-term sickness remains a growing concern, with many employers continuing to report difficulties managing extended absence, particularly where mental health is involved.
Practical steps for employers
Even with an improved headline rate, the impact of sickness absence on staffing and productivity remains significant. Employers should continue to take a proactive, fair and legally compliant approach to absence management. Here are some tips:
1. Keep policies up to date and clearly communicated
Make sure your absence policy is easy to follow, consistently applied, and includes processes for reporting absence, providing medical evidence, and returning to work.
2. Have regular return-to-work conversations
These meetings help identify any underlying issues, show support, and reduce repeat absence. They’re also a helpful tool for deciding whether occupational health input is needed.
3. Support staff with mental or physical health issues
If an employee’s condition could be classed as a disability under the Equality Act 2010, you’ll need to consider reasonable adjustments. This might include changes to duties, hours, or equipment.
4. Use occupational health advice where needed
This can be invaluable when managing longer-term absence or considering a return-to-work plan. It also helps show that your decisions are informed and reasonable.
5. Don’t ignore patterns
Persistent short-term absence should still be managed consistently. Use trigger points in your policy and take a fair approach to investigating concerns.
Final thoughts
It’s encouraging to see absence rates return to pre-pandemic levels, but the underlying issues haven’t gone away. Long-term sickness is still a significant challenge, especially in roles with high physical or emotional demands.
Employers should see this as an opportunity to refocus on early intervention, employee wellbeing and sensible policies that support both the organisation and its people.
If you’d like support with absence management, policy drafting, or handling a complex case, our team is here to help.
