Sickness absence across the UK workforce remains elevated despite showing signs of stabilising, reinforcing the need for stronger protection strategies among advisers and employers.
Data from the Office for National Statistics shows that 148.8 million working days were lost to sickness or injury in 2025. While this marks a marginal decline from 148.9 million in 2024, it remains significantly above the 139 million recorded in 2019.
On average, 4.4 working days were lost per employee over the year, unchanged from 2024 but still higher than pre-pandemic levels, underlining a sustained shift in workforce health trends.
There are notable disparities in absence rates across demographics and sectors. Women, older workers, those with long-term health conditions and part-time employees recorded higher levels of sickness absence.
INCOME PROTECTION
Public sector workers also continued to report higher absence rates than their private sector counterparts, at 2.9% compared with 1.7%.
Minor illnesses accounted for the largest share of absences at 30.4%, followed by musculoskeletal issues (14.6%) and mental health conditions (8.9%), reinforcing the breadth of risks facing the working population.
Regional variation was also evident, with London recording the lowest sickness absence rate at 1.5%, compared with 2.4% in Yorkshire and The Humber.
LONG-TERM DISENGAGEMENT
Brett Hill, head of health and protection at Broadstone, said: “Sickness absence appears to be plateauing but at an uncomfortably high level – with 148.8 million working days lost in 2025, still 9.8 million above pre-pandemic levels.
“Extended periods away from work reduce the likelihood of a successful return, increasing the risk of long-term disengagement and, in many cases, permanent workforce exit.”
KEY DRIVER
He added: “Pressure on NHS services continues to be a key driver behind this trend. Delays in GP appointments and long treatment waiting lists mean conditions are often allowed to deteriorate before people receive much-needed care.
“In response, employers are stepping in – increasingly focusing on earlier intervention and prevention, with greater use of health screening, private GP access and structured wellbeing support to identify issues sooner and reduce the likelihood of long-term absence – protecting their staff and their bottom line.”
