The CIPD Absence Management Survey 2016 reveals that the average level of employee absence is 6.3 days per employee per year, a decrease of .6 in 2015 where the average was 6.9. Other key findings include:
- The average days lost per employee per year is 5.2 in private sector services and 8.5 in public services.
- The overall median cost of absence per employee is £522; the median cost in the private sector is £505 and in the public sector is £835 per employee.
- 72% of employers report they have observed ‘presenteeism’ – people coming into work unwell – within their organisation, and 29% say they’ve seen an increase in the last 12 months.
- The most common top five causes of short-term absence are: Minor illness (95%), Stress (47%), musculoskeletal injuries (44%), Home/family/carer responsibilities (35%), and mental ill health (34%).
- The most common top five causes of long-term absence are: Stress (53%), acute medical conditions (53%), mental ill health (49%), musculoskeletal injuries (44%) and back pain (35%).
Content
The aim of this update is to provide summary information and comment on the subject areas covered. In particular, where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented by the parties and the judgments made in every aspect of the case. Click on the links provided to access full details. If no link is provided, contact us for further details. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, SM&B cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.