Mental health remains top cause of long-term absence 

National sickness absence has reached its highest level in more than 15 years, withthe average UK employee now taking 9.4 sick days a year. At the same time, mental health has become the number one cause of long-term sickness absence and the second biggest cause of short-term absence in the UK.  

The data, from Chartered Institute of Personnel and Development (CIPD), comes at a time when Deloitte estimates that poor mental health is costing employers £51 billion annually in lost productivity, absence and staff turnover. 

In reaction – and coinciding with World Mental Health Day on 10 October, Howden Employee Benefits & Wellbeing (Howden) has called on employers to take preventative action on mental health. 

To support employers, Howden has developed a Four-Stage Mental Health Support Pathway, outlining practical steps organisations can take to strengthen wellbeing and reduce absence through early, preventative action: 

• Maintaining everyday wellbeing – embedding healthy habits, promoting activity and sleep, and providing resilience training. 
• Taking a proactive approach – training line managers to spot early signs of stress and providing access to EAPs, counselling and wellbeing apps such as Thrive. 
• Support when it’s needed – mapping available services including virtual GP access, flexible working and Mental Health First Aiders. 
• Recovery and return to work – offering structured, compassionate reintegration through occupational health and rehabilitation support 

Emma Capper, UK Wellbeing Leader at Howden, said: 

“World Mental Health Day is a key moment to reflect, but mental health must be a year-round priority. Too often, employers only step in once someone is already off sick. Prevention is the most effective way to reduce absence, protect employees, and build long-term resilience.” 

Capper added that many employers already have the right tools in place, but they are:

“too often underused because employees and managers don’t know where to look.” Reviewing and communicating existing resources, she said, can empower earlier access to help and more confident, supportive conversations. 

“This not only reduces sickness absence, relieves pressure on the NHS and cuts unnecessary private medical insurance claims, but helps build stronger, more resilient workforces — often at minimal additional cost,”

Capper added.

Sources: CIPD, Deloitte, Howden Employee Benefits & Wellbeing