Sickness Absence in the UK Labour Market: Latest Data
Sickness absence remains a key indicator of workforce health and organisational performance in the UK labour market. In 2025, the sickness absence rate held steady at 2.0%, according to data from the Office for National Statistics (ONS), highlighting a period of relative stability following recent volatility.
Key Points
- Sickness absence in the UK remained stable at 2.0% in 2025, equating to 148.8 million working days lost.
- Absence levels remain slightly above pre-pandemic levels, indicating persistent underlying health drivers.
- Higher absence rates are observed among women, older workers, part-time staff, and public sector employees.
- Minor illness remains the leading cause, with musculoskeletal and mental health conditions also significant contributors.
- Regional and sector disparities persist, with London recording the lowest rates and public sector absence notably higher.
- Workplace relationships play a key role in retention, with over half of employees considering leaving if a close colleague departs.
This equated to an average of 4.4 days lost per worker and a total of approximately 148.8 million working days lost due to sickness or injury. The overall level of sickness absence is largely unchanged from 2024, with only a marginal decrease of 0.1 million days.
Trends Since the Pandemic
Recent patterns reflect longer-term shifts following the COVID-19 pandemic. During the pandemic, sickness absence initially fell due to furlough arrangements and widespread homeworking. However, as these measures were withdrawn from 2021, rates rose above pre-pandemic levels before gradually declining again by 2023.
Despite this stabilisation, sickness absence remains slightly elevated compared to pre-pandemic levels, sitting around 0.1 percentage points higher than in 2019. This suggests that while conditions have normalised, underlying drivers have not fully returned to earlier patterns.
Variation in Sickness Absence Across the Workforce
Levels continue to vary significantly across demographic and occupational groups. Higher rates were recorded among women, older workers, individuals with long-term health conditions, and those working part-time or in the public sector.
For example, women reported a rate of 2.4%, compared to 1.7% for men. Among workers aged 65 and over, trends diverged, with men experiencing a 0.6 percentage point increase and women a similar decrease.
Occupational differences were also notable. Roles involving process, plant, and machine operation showed higher levels, reflecting the physical demands associated with such work.
Causes and Regional Differences
Minor illnesses remained the most common cause, accounting for just over 30% of cases. Musculoskeletal conditions represented 14.6%, followed by mental health conditions (8.9%) and gastrointestinal issues (6.6%). Notably, gastrointestinal issues overtook respiratory conditions for the first time since 2020.
Regional variation also persisted. London continued to record the lowest rates, ranging between 1.2% and 1.5%, likely reflecting its younger workforce and higher proportion of skilled roles. In contrast, regions such as Yorkshire and The Humber reported rates of up to 2.4%. The East of England and North East experienced the most significant increases.
Differences between sectors remain pronounced. Public sector workers recorded a rate of 2.9%, compared to 1.7% in the private sector. Part-time employees also continued to report higher levels than full-time staff (2.8% versus 1.9%), with the gap widening slightly.
Taken together, these patterns show that sickness absence remains unevenly distributed across the labour market, shaped by demographic, occupational, and regional factors.
Alongside recorded absences, there is growing evidence that overall workforce health challenges extend beyond time taken off work. A significant proportion of employees continue working while unwell, often referred to as presenteeism, which can reduce productivity and delay recovery. At the same time, long-term health conditions are playing an increasing role in labour market trends, with higher sickness absence rates among those affected and a widening link between health and economic inactivity. For example, workers with long-term conditions have substantially higher absence rates than those without, reflecting the more sustained impact of chronic illness on workforce participation.
Workplace Relationships and Employee Retention
New research highlights another important factor influencing workforce stability: workplace relationships.
Survey
A new survey of 1,500 UK workers by Lily O'Brien’s found that 52% would consider leaving their job if a close colleague resigned, underlining the impact of social connections on employee retention. The findings suggest that workplace relationships play a significant role in how employees experience their roles and make decisions about staying with an employer.
One-third (32%) of respondents reported feeling better supported when they had a close friend at work. In addition, 27% stated that strong workplace friendships were more important than a pay rise, with this view particularly pronounced among younger employees.
Impact Upon Engagement
The presence of workplace friendships also appears to influence day-to-day engagement. Around a quarter of respondents reported improved work/life balance when they had close colleagues, while a similar proportion said they were more motivated to attend the workplace.
These findings indicate that organisational culture and interpersonal relationships are central to employee experience.
Employers: What This Means
- Stable but elevated sickness absence levels require ongoing monitoring and proactive absence management strategies.
- Employers should address underlying causes, including long-term health conditions and presenteeism, not just recorded absences.
- Policies and practices should account for demographic and occupational differences in absence rates.
- Fostering positive workplace relationships may support retention, engagement, and overall workforce stability.
