Mental health conditions have become the leading cause of long-term sickness in the workplace, according to new findings from MetLife UK.
Nearly half of HR directors and senior decision makers surveyed — 47% — said issues such as stress, depression and anxiety were among the main reasons employees take extended periods of sick leave.
Minor illnesses were the next most common cause at 34%, followed by infectious diseases at 26%. Progressive illnesses, including cancer, were cited by 25% of respondents, while 23% pointed to the impact of chronic conditions such as long-COVID. Musculoskeletal problems accounted for 20%, respiratory issues for 16% and mobility problems for 15%.
MENTAL HEALTH STRAINS
The findings underline employers’ concerns about the rising incidence of stress-related conditions and the toll they take on productivity and business continuity. The report suggests that both employers and the wider industry have a role in reducing long-term sickness, particularly through early intervention and preventative measures at work.
Mental health support was seen as the most effective tool for preventing long-term sickness, with 31% of those surveyed ranking it highest. Healthy food options in the workplace were identified by 26%, while building a better work-life balance was cited by 23%. Exercise initiatives were considered helpful by 20%.
MEASURES TO REDUCE ABSENCE
For short-term sickness lasting less than four weeks, healthy food was considered the most effective intervention at 31%, followed by mental health support at 28%. Support in building a good work-life balance ranked at 23%, with exercise initiatives at 20% and health assessments at 18%.
Attitudes towards clinical-style support varied between short and long-term measures, with occupational support services (16% for long-term, 12% for short-term), counselling (16% vs 14%) and physiotherapy (13% vs 9%) viewed as having growing importance the longer staff were away from work.
‘CRITICAL ISSUE’
Charlotte O’Brien, head of employee benefits at MetLife UK, said:“Stress is a significant issue for both employees and employers. Whether linked to declining mental or physical health, financial worries, or poor work-life balance, moments of stress or anxiety can flare up at any point in the year.
“If not well supported, it could lead to extended periods of absence in the workplace and subsequently a cost to business, including financial, loss in productivity, or efficiency. Addressing this issue is critical.
“Employers need to ensure they are well equipped with the right policies and benefits to support their employees – and are able to take action quickly.”
She added that providing prevention and early-intervention tools can help foster a better supported workforce. “Having prevention and early intervention tools available, such as Employee Assistance Programmes (EAP), wellbeing hubs, or access to a GP 24/7, can help create a workplace where employees feel well supported and valued.
“These services provide real tangible support, and the more they are communicated to employees year-round the more invaluable they become.”
The research suggests that while employers recognise the need to address mental health more proactively, many are still balancing a range of contributory health factors that continue to drive both short-term and prolonged absence.
