Average Sick Days in the UK
Average Sick Days in the UK – How To Maximise Attendance
In this article we look at sick day laws in the UK and how many sick days you as an employer must provide per year. Finally, we’ll show you how you can increase overall employee attendance in your company.
The most important facts
- Employers can use the Bradford Factor to determine the level of disruption caused by an employee’s prolonged or repeated absences.
- The average number of sick days employees take annually increased in 2021, likely due to the Covid-19 pandemic.
- Conducting work reintegration interviews can help you determine the reason for increased sickness among your employees.
How many sick days are allowed per year in the UK?
The government does not set a legal limit on the number of sick days an employee can take. If there is a cap, it will be set by the organization they work for. This amount varies from company to company, but many use the same factors to set a cap.
For example, if you are away for a longer period of time, a certificate may be required. For more details, see our article on long-term sick pay.
Average number of sick days per year in the UK
In 2021, an estimated 149.3 million working days were lost due to illness or injury. This corresponds to an average of 4.9 sick days per employee.
In recent years the average has tended to decrease. In 2020, 3.6 sick days were used per employee, in 2018 it was 4.4. The use of sick days rose sharply in 2021 due to the effects of the Covid-19 pandemic.
How do you measure sick leave?
It’s important to accommodate a sick employee, but any sick call can disrupt work flow. Every company has an acceptable level of absence before action needs to be taken, and the Bradford Factor can help you determine this level.
The Bradford factor calculates the disruption caused by an employee’s sick days using the formula S2 x D = B. S is the total number of absences for an employee, D is the number of days they are absent, and B is its Bradford value.
The final result can be used to determine how to proceed. A score of 0 means no action is required, while a score of 600 and above is grounds for termination.
However, the Bradford factor is an imperfect tool when it comes to measuring the true impact of absences. While the Bradford factor can be a trigger or signal, it should be followed by a conversation with the employee to explore the reasons for their absence.
How can HR maximize employee attendance?
Whether it’s sick leave or other types of leave, there are some ways to increase employee attendance in your company…
1.Train your managers
A strained working relationship with a supervisor is a common reason why employees want a longer break. Managers have a significant influence on the type of work environment employees encounter during their working hours. A difficult work environment can cause stress and anxiety, which in turn can lead to employees taking sick leave. Train your managers to recognize these signs and understand the role they play in the level of absenteeism and what actions are needed to reduce it.
2.Identify the causes of employee absenteeism
In order to resolve high levels of employee absenteeism, the cause must first be determined. Determining the cause will also help determine whether you can solve the problem. For example, external factors such as the pandemic have caused the number of sick days per employee to rise sharply, making it difficult to control them. A strained working relationship with a superior can be controlled.
3.Discussions about returning to work
Return interviews are conversations designed to welcome employees returning to work after an extended absence. They help create a welcoming atmosphere that makes it easier for workers to return to their jobs. These conversations are designed to understand the reasons for the absence and find better ways to support them.
A reintegration meeting can also initiate a dialogue that highlights issues within your company that are causing undue stress or anxiety among employees.
4.Targeted employee support
Each employee has their own reasons for their absence, each requiring a different approach to alleviating or solving the problem. The solution to each employee’s absenteeism may require individual help or further advice from a specialist.
5.Encourage use of support services
Many employees use their sick days to take care of their mental health. If your company offers access to internal services that promote wellness through training or activity groups, consider reminding your employees of these resources. If they take advantage of this, they can better deal with stressors at work and reduce absenteeism.
Frequently asked questions about employee sick day
Do you get sick days in the UK?
Sick days do exist in the UK. However, for a sick leave that lasts longer than a week, a sick note (or a medical certificate) is required as proof.
How many sick days per year are acceptable in the UK?
There is no legal limit on the number of sick days an employee can take. Companies can determine the number of sick days allowed using the Bradford factor formula S2 x D = B.
What is the average number of sick days in the UK?
In 2021, 149.3 million sick days were taken in the UK, an average of 4.4 sick days per worker. This is an increase from the 3.6 sick days per employee in 2020, likely due to the impact of the COVID-19 pandemic.
Do you have a vacation management system?
The world of work is becoming increasingly complex. The last thing you want to worry about is calculating vacation entitlements, tracking them, or ensuring you comply with legal requirements. Allow us to help.
IceHrm is an all-in-one HR software that helps you improve your HR work now and in the future. This includes leave management software that allows you to manage leave requests, track any type of leave (from emergencies to sickness and holidays), and handle all other important HR processes.