As we highlighted in an article 2 years ago, the Office for National Statistics (ONS) revealed in a report that in 2022 the rate of sickness absence (defined as the percentage of working hours lost because of sickness or injury) in the workplace had reached its highest level (2.6%) since 2004, when the sickness absence rate was 2.7%. The rate was up 0.4%, compared with 2021 (2.2%), and up 0.7% compared to its pre-pandemic level of 1.9% in 2019.
Public Sector
Moreover, the ONS report also fuelled growing concerns about persistently high sickness absence rates amongst public sector workers, compared to the private sector. Indeed, the report found that the public sector sickness absence rate of 3.6%, significantly exceeded the private sector level of 2.3%. This represented a gap of 1.3%, up 0.2% compared to 2021. Accordingly, the problem was getting worse.
Latest Statistics
Now the ONS has released the latest statistics in terms of sickness absence rates for the years 2023 and 2024. Whilst the report reveals a welcome fall in the overall sickness absence rate, the gap between public and private sectors remains over 1%.
Sickness Absence: New ONS Report
After peaking at 2.6% in 2022, the latest ONS report finds that the overall sickness absence rate fell to 2.3% in 2023 and to 2% in 2024, but it remains 0.1% above the pre-pandemic level of 1.9% (i.e. the 2019 rate). However, whilst the public sector rate fell to 2.9% in 2024 from 3.6% in 2022, it is 1.1% above the private sector rate (1.8%). Accordingly, the gap between the public sector and the private sector, which had been 1.3% in 2022, has fallen by just 0.2%.
Reasons For Gap
Reasons cited by the ONS for the difference in sickness absence rates between the public and private sector include: “workers in the private sector are less likely to be paid for sickness absence than those in the public sector” and “the analysis only counts people as sick if they work fewer hours than they are contracted for and would exclude those who make up lost hours at a later point in the week; individuals in smaller workforces, which are more prominent in the private sector, may be under more pressure to make up any lost hours.”
Closing The Gap
In terms of closing the gap between public and private sector sickness absence rates, the Government should look at the following:-
- Comprehensive Reform of Sickness Absence Policies: The government should initiate a thorough overhaul of sickness absence policies across all public sector organisations. This includes introducing proactive early intervention programs designed to identify and support employees at risk of developing health issues before they result in extended absences. Such programs could involve regular health screenings, confidential access to occupational health services, and mental health support initiatives. In addition, the sick pay system should be reviewed to ensure it strikes a fair balance between supporting genuinely unwell staff and discouraging unnecessary absences. Clearer, standardised return-to-work protocols should be established, ensuring every employee receives a structured and supportive reintegration process after any period of sickness. By embedding these reforms into organisational culture and policy, the public sector can reduce avoidable absences while maintaining a compassionate approach for those with legitimate health concerns.
- Enhanced Training for Managers in Absence Management: Targeted training for managers is critical to improving how sickness absence is managed in the public sector. Managers should be equipped with specialised skills to conduct effective return-to-work interviews, recognise patterns or clusters of absence that may indicate deeper issues, and foster open communication about health concerns among their teams. Training should also cover legal aspects of absence management, best practices in documenting cases, and guidance on reasonable adjustments for employees returning from long-term sickness. By empowering managers with these tools, the public sector can more accurately identify underlying causes of frequent absence - such as workplace culture or job-related stress - and take timely action to address them. Well-trained managers are essential for creating a supportive environment that both reduces absenteeism and promotes staff wellbeing.
- Implementation of Robust Productivity Monitoring Systems: The persistent gap in sickness absence rates between the public and private sectors highlights underlying productivity challenges within the public sector. To address this, government bodies should implement advanced productivity monitoring systems that provide real-time data on workforce availability, performance trends, and absenteeism patterns. These systems could leverage digital dashboards and analytics platforms to help leaders identify departments or roles with disproportionately high levels of sickness absence. With accurate data at their fingertips, decision-makers can tailor interventions more effectively, allocate resources efficiently, and measure the impact of policy changes over time. Improved transparency in productivity metrics will also enhance accountability within public organisations and enable benchmarking against private sector standards.
- Reviewing Sick Pay Structures to Encourage Attendance: The ONS findings suggest that differences in sick pay policies contribute significantly to higher absence rates in the public sector compared to the private sector. The government should undertake a comprehensive review of current sick pay entitlements with a view to aligning incentives more closely with attendance. For example, introducing graduated sick pay schemes or attendance bonuses could encourage employees to avoid unnecessary absences while still providing adequate support during genuine illness. Any changes must be carefully balanced to protect vulnerable staff who may require extended leave due to serious health conditions. Transparent communication about policy changes is essential so that employees understand both their rights and responsibilities under any revised scheme.
- Investment in Workplace Health Initiatives: Promoting a culture of health and wellbeing within public sector workplaces can have a significant impact on reducing sickness absence rates over time. The government should invest in comprehensive workplace health initiatives that address both physical and mental wellbeing - such as subsidised gym memberships, onsite fitness classes, healthy eating campaigns, stress reduction workshops, and Employee Assistance Programs (EAPs). These initiatives not only help prevent illness but also demonstrate an organisational commitment to staff welfare. Regular feedback mechanisms should be established so employees can suggest improvements or flag emerging risks affecting their health at work. By prioritising preventative measures alongside responsive support services, the public sector can foster healthier working environments that lead to lower absenteeism rates.
- Strengthening Data Collection and Analysis on Absence Trends: Accurate data is fundamental for understanding and addressing the root causes of high sickness absence rates in the public sector. Government agencies should standardise how they collect, report, and analyse absence data across all departments. This includes capturing information on types of illness or injury leading to absences, duration of leave taken, demographic factors influencing trends, and departmental variations in attendance patterns. Advanced analytics tools can then be used to identify systemic issues, such as high-stress roles or poorly managed teams, that require targeted interventions. Consistent data collection also enables better evaluation of existing policies’ effectiveness so that future strategies can be evidence-based rather than reactive.
- Fostering a Culture of Engagement and Responsibility: Beyond policy reforms and structural changes, fostering an engaged workforce is crucial for reducing sickness absence rates long term. The government should promote leadership development programs focused on building trustful relationships between managers and staff while encouraging regular feedback about workplace challenges or sources of dissatisfaction that might contribute to absenteeism. Recognition schemes for excellent attendance or innovative contributions can further enhance attendance. Open forums where workers can voice concerns regarding workload pressures or work-life balance are equally important for identifying latent issues before they become significant problems leading to increased sick leave. By nurturing a culture of engagement and responsibility, the public sector can create a more supportive and productive work environment.
Looking Ahead
Gap Remains A Concern
While the overall sickness absence rate has shown a promising decline in recent years, the persistent gap between the public and private sectors remains a concern.
Multifaceted Approach Required
A multifaceted approach by the Government to reforming sickness absence policies, enhancing manager training, implementing robust productivity monitoring systems, reviewing sick pay structures, investing in workplace health initiatives, strengthening data collection and analysis, and fostering a culture of engagement and responsibility are essential steps towards closing the gap. These are measures that not only aim to reduce absenteeism, but also promote a healthier, more productive workforce.
