The number of sick days taken by British workers has risen to the highest level in more than 15 years, with nearly half (41%) of employers reporting an increase in stress-related absences, according to the September 2025 Health and wellbeing at work survey by the Chartered Institute of Personnel and Development (CIPD).
The increase may be caused by a number of factors, but it will impact businesses as well as their employees. Employers that recognise the impact of extended sickness absence and take steps to support and engage with their workforce around mental wellbeing, are more likely to reduce absence levels, and increase staff engagement and wellbeing.
Employers can no longer afford to just wait to see what happens and hope that problems do not manifest. The current sickness crisis demands a fundamental shift from reactive management to proactive intervention across all health challenges, whether mental health conditions, chronic illnesses or stress-related ailments.
Under the Health and Safety at Work Act 1974, employers must ensure the health, safety and welfare of all employees, so far as is reasonably practicable. This is a duty that encompasses both physical and mental health conditions.
Health challenges are complex and individual, meaning employers must try to actively understand their workforce’s specific needs rather than implementing generic solutions. Proactive employers will develop flexible, responsive approaches tailored to organisational needs and individual circumstances.
Effective support mechanisms might include employee assistance programmes, occupational health referrals, mental health champions, mentoring systems or initiatives that encourage open dialogue. Overall, the critical factor is not the specific intervention chosen, but the employer’s proactive commitment to listening to employee feedback and adapting accordingly.
The most effective employers lead in creating cultures where health conversations are normalised, implementing regular check-ins, conducting risk assessments and ensuring fundamental requirements like adequate breaks are consistently met.
Training also plays a crucial role, not just for HR professionals but for managers at all levels. When line managers are able to recognise early warning signs and respond appropriately, many problems can be addressed before escalating to extended absences.
As Britain grapples with rising absence rates, employers which embrace proactive, preventative approaches will build more resilient organisations.
Joanna Dodd is a partner in employment at Clarion
