CIPDs 2019 report on absence indicated that levels were at their lowest ever recorded at 5.9 days per employee.
The survey is based on data from over 500 organisations, here are some other noteworthy statistics.
- The reduction in average levels of absence is noted across all sectors but is most noticeable in private sector services and the non-profit sector.
- Mental ill health is increasingly prevalent as a cause of both short- and long-term absence, with a third of organisations include mental ill health among their top three causes of short-term absence, continuing the growing trend noted last year.
- Mental Ill health and stress remains the top two causes of long-term absence at 43% in total
- The private sector is now reporting similar levels of mental ill health absence to the public sector
Most concerning for me is that many organisations are reporting that “trigger mechanisms to review attendance” are one of the most effective methods for managing short term absence, along with organisations commenting that it “sends a clear signal to employees that attendance is actively managed “.
Given that almost half of absence is due to mental ill health or stress, I find this really worrying. There seems to be little concern for the reason why and more about making sure they know they’re being monitored.
At Mind & Mission we consider practices such as absence triggered performance conversations to be outdated and unnecessary. Building trust and a culture of cooperation and collaboration removes the need to such practices that basically tell your employees you don’t trust them.
See a copy of the full Health and Wellbeing at Work survey
