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The first Monday of every February since 2011 has been dubbed National Sickie Day and is supposed to be the day which has the highest number of absences in the year. Absences can cause significant impact on productivity and morale, ACAS calculates that absenteeism in the workplace costs the UK economy £17 billion every year.

Should employers be preparing for high absenteeism and a dip in productivity on National Sickie Day or is it all just a myth?  Let’s look at the statistics.

Statistics

• On National Sickie Day in 2023, there was a 16% increase in absence rates compared to the average Monday in 2023,  with an estimated 375,000 British employees calling in sick on that day.
• Men are more likely to invent a reason not to go to work. 35.9% of men are willing to use a fake and even bizarre excuse to skip work, while only 20.5% of women are willing to do the same*.
• January is the month which sees the most job applications, so that may result in a spike in employees needing last minute time off in early February, which could affect absence rates.
• The Monday with the highest sickness rates in both 2022 AND 2023, was actually the second Monday of December.*
• So, it seems that National Sickie Day is rather a myth, although Mondays remain the most popular day for calling in sick, with them making up 30% of sickness absences.
• The average number of sickness absence days that UK workers take almost halved between 1993 from 7.2 to an average of 4.1 in 2017 but post-pandemic, the figure has continued to rise and in 2023, stood at 7.8 days.  Does this mean people are becoming more unwell, or is there another underlying reason? Perhaps it is no longer as socially acceptable to “soldier on” into the office with a streaming cold, sharing germs liberally with your teammates as it may have been pre-COVID.

Why the increase on National Sickie Day compared to an average Monday?

Gloomy weather, post holiday blues (potentially coupled with financial worries post-Christmas) and seasonal illness .  Unsurprisingly, depression and anxiety run high during the winter months.  Although the term “sickie” implies false pretenses, mental-health advocates argue that the stigmas around mental-health issues leads many people to use other more legitimate illnesses as their stated reasons for staying home.

Worst excuses used by employees:

• I was out last night and haven’t had any sleep
• I thought it was Saturday today
• My only pair of work trousers are in the wash

Improving absence

Rather than simply seeing National Sickie Day as a gimmick that doesn’t really mean anything, employers could take the opportunity to evaluate what may be causing employees to call in sick and what the business can do to improve attendance and wellbeing amongst staff.

Strategies for Employers

To mitigate the impact of sickness absence and improve overall attendance, employers can adopt several strategies:

1. Keep Records: You can’t take meaningful action unless you know the facts. The first step is to make sure you have a secure system for tracking absences so you can identify trends and pinpoint potential issues.
2. Promote Mental Health Awareness: Encourage open conversations about mental health and provide resources to support employees. Reducing the stigma around mental health can help employees feel more comfortable taking necessary time off without resorting to false pretences.  Organisations may wish to introduce mental health first aiders or an Employee Assistance Programme.
3. Check in on colleagues who might be struggling with work stress, offering support and encouragement
4. Implement a Robust Absence Policy: Clearly define the procedures for reporting absences, including who to contact and what documentation is required. This can help manage and reduce disingenuous leave. Consistent use of return-to-work meetings can also help reduce absenteeism, identify support needs and demonstrates a duty of care towards the individual.
5. Enhance Employee Engagement: Foster a positive work environment where employees feel valued and motivated. High engagement levels can reduce absenteeism and improve overall productivity. A well-crafted employee survey can help with identifying any issues that may be affecting morale.
6. Offer Flexible Working Arrangements: Providing options such as remote work or flexible hours can help employees manage their health and well-being more effectively, reducing the need for absences

The Importance of Absence Monitoring

Employers must approach each reported absence with an open mind, resisting the temptation to let the day’s notoriety cloud their judgment. However, if you believe an employee is abusing trust and taking sickies or highlights patterns of concern, then you should have a conversation with them and find out what is going on, addressing the situation with trust, empathy and support.  Ensure that absence management procedures are adhered to before considering appropriate action. 

The existence of a National Sickie Day suggests there is a widespread problem with absenteeism – whether or not this is true, it serves as a reminder for employers to reflect on their workplace policies and the well-being of their staff. By addressing the root causes of absenteeism and promoting a supportive work culture businesses can improve attendance and productivity, benefiting both employees and the workplace as a whole.

Do get in contact if you need assistance in addressing absenteeism and we will be happy to help.

Radio Appearance

Tune in for further discussions on this topic as our Director Kathryn Fairlie will be speaking about this very subject on BBC Radio Wiltshire at 10.10am on Monday 3rd February 2025.

* The HR Director website results from a survey conducted by BrightHR of 100,000 business and more than 1.3 million employees.