Absence Management & Staff Retention

At Workplace Health and Wellbeing, we will work with you to help you create an Absence Management and Staff Retention Policy that is contemporary and relevant to current workplace sickness absence trends. We will also assist with the incorporation of a Mental Health at Work Plan as recommended in the Stevenson and Farmer UK Report 2017.

“We start from the position that the correct way to view mental health is that we all have it and we fluctuate between thriving, struggling and being ill and possibly off work. People with poor mental health including common mental health problems and severe mental illness can be in any of these groups. An individual can have a serious mental health problem but – with the right support – can still be thriving at work.” Stevenson and Farmer 2017
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Top 5 Causes of Long-Term Illness


Acute Medical Conditions

Mental Health

Musculaskeletal Injuries

Back Pain

Stress, anxiety and depression illnesses resulted in 81% percent of sickness absence in employees (THOR-GP).

Direct costs of absence in CIPD 2016 figures show that the mean number of days lost per employee per year is 6.3 working days resulting in an overall median cost of absence per employee of £522, rising in the public sector to £835 per employee. IBEC (2011) believe the cost is actually higher if the intangible and incidental costs of absenteeism were included in organisations.

Presenteeism, attending work whilst ill, is a modern day challenge for all workplaces reported across all sectors and companies by almost seventy-five percent of respondents in the most recent CIPD survey reporting that they had been present at work while being unfit to do so.

Leaders in workplace wellbeing

Helping you create an absence manangement & staff retention policy.

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Disability, Work and Rehabilitation

There were 3.5 million disabled people in work in 2017 in the UK. The Department of Health in the UK aim for this number to increase to 4.5 million by 2027. Increasing the proportion of out of work disabled people entering work and reducing the proportion falling out of work will be key.

 Your organisation can contribute longer term to shifting attitudes and outcomes, promoting equality and inclusion to create real and lasting change for disabled people.
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