Two Weeks Off Sick Per Year: What Rising Absence Tells Us About Workplace Wellbeing

The latest CIPD Health and Wellbeing at Work report reveals a sobering statistic: UK employees are now taking an average of nearly two weeks off sick each year - the highest level in 15 years. Before the pandemic, this figure was just over one week.

Behind the numbers lies a bigger story. Absence isn’t simply about coughs, colds, or short-term illness. The data shows that mental health is now the leading cause of long-term sickness absence, alongside chronic conditions and the pressures of an ageing workforce.

For employers, this is more than an HR challenge. It’s a productivity issue, a cultural issue, and ultimately, a business sustainability issue.

The Hidden Cost of Absence

Sick leave impacts organisations on multiple levels. Beyond the immediate disruption of covering roles or delaying projects, there are broader consequences:

• Falling productivity - Absence is a key driver behind declining output in many organisations.

• Growing public-private sector divide - The report highlights a widening gap in absence rates, with public sector employees particularly affected.

• Increased pressure on teams - Colleagues are often left to pick up the slack, creating a cycle of stress, resentment, and burnout.

  
  

What’s striking is that many organisations already invest in wellbeing initiatives - yet the numbers suggest that something isn’t working.

Hybrid Work: A Glimpse of Hope

Interestingly, organisations that have embraced hybrid and flexible working report fewer sick days. This suggests that flexibility can reduce stress and help employees manage their health more effectively.

Hybrid working isn’t a silver bullet, it must be designed thoughtfully, with clear expectations and a culture that supports connection. But the evidence shows that when employees have more autonomy over how they work, they are more engaged, more productive, and less likely to burn out.

Where Businesses Go Wrong

Why, despite rising investment in wellbeing, are absence rates still climbing? From my work with organisations, I see some common pitfalls:

• Reactive rather than proactive - Many businesses only address wellbeing when someone is already off sick. By then, the cost - both human and financial - is significant.

• Tokenistic initiatives - A mindfulness app or a one-off webinar won’t shift the dial if the underlying culture still rewards overwork or ignores stress signals.

• Lack of mental health literacy - Managers are often promoted for technical skills but aren’t given the tools to support their teams’ wellbeing. Early conversations could prevent many absences if leaders knew how to have them.

• Culture-programme mismatch - Even the best wellbeing strategy will fall flat if employees don’t trust it, or feel guilty for using it.

  
  

Building a Proactive Wellbeing Strategy

So what can employers do differently? The CIPD’s findings point to the need for a more integrated, preventative approach. Here are four areas I help organisations focus on:

1. Strategic wellbeing planning - Move away from scattergun initiatives and design a wellbeing strategy that aligns with organisational values and goals. This ensures investment delivers measurable impact.

2. Upskilling managers - Equip leaders with the confidence to spot early warning signs, create psychological safety, and have supportive conversations before issues escalate.

3. Flexible, health-focused working models - Hybrid and flexible arrangements should be tailored, not one-size-fits-all. Done well, they give employees the breathing space to manage health and energy without compromising output.

4. Ongoing measurement and feedback - Collect data, listen to employees, and refine your approach. Wellbeing isn’t static - it evolves with your people and your business.

   
   

A Shift from “Sick Leave Reactive” to “Wellness Proactive”

The rise in absence is not inevitable. It’s a signal, a call to action for businesses to rethink the way they support their people. Organisations that treat wellbeing as a core part of business strategy, rather than a box-ticking exercise, will see the payoff in retention, engagement, and productivity.

The CIPD report shows that while the challenges are real, the solutions are within reach. A shift towards proactive wellbeing, backed by leadership, embedded in culture, and supported by practical action, can turn these numbers around.

Two weeks of sick leave a year may be the current average, but it doesn’t have to be the norm. By tackling stress, burnout, and poor culture at their roots, businesses can create workplaces where people are not only healthier but also more motivated and productive.

This isn’t just about reducing absence - it’s about building organisations where people thrive. And when people thrive, businesses thrive.

If you’d like support in designing a wellbeing strategy that actually works, I’d love to help. Get in touch today and let’s explore how to move your team from surviving to flourishing.