New research from MetLife UK reveals that 30 percent of employees have either taken or would consider “pulling a sickie” – taking a sick day despite being healthy.
The research also looked into the reasons why employee take time off work. A concerning 40 percent of employees reported feeling burned out, with the figure rising to 47 percent for women compared to 31 percent of men. Many cited the need for a break from work as their reason for calling in sick.
Other personal circumstances also played a role, with 23 percent taking time off for necessary appointments, 17 percent due to emergency childcare issues, and 15 percent to care for a relative.
Of those who have previously taken sick leave, 45 percent were absent for up to a week, while 31 percent took up to three days, and 17 percent took less than a day. Some employees admitted to taking sick leave to avoid ongoing workplace issues, deadlines, or meetings.
Addressing Employee Burnout and Wellbeing
Adrian Matthews, head of employee benefits at MetLife UK, said there are challenges for both employees and employers.
“Stress, declining productivity and a lack of engagement continue to be a significant challenge for many employees contributing to increasing absenteeism in the UK,” Matthews said. “While taking pre-arranged and paid time off work is crucial for employee well-being, it’s essential to understand the underlying reasons for increased sick leave – both genuine illness and sickie days.
“These absences can stem from a variety of factors, including mental health concerns, financial stress and childcare challenges. Nearly 3 million people are currently out of work with long-term ill-health, and it’s holding businesses and their people back.”
He went on to talk about the importance of workplace benefits and policies in managing absenteeism. “Workplace employee health and wellbeing benefits and other supportive policies can greatly support businesses with this, in fact many are designed to provide pre-early intervention, by preventing any illness occurring, but if illness does commence, they can then assist with early intervention to support the worker from going off work sick.
“By deploying regular, effective and varied communication about all the employee benefits they offer we believe that both genuine illness and some ‘sickie days’ can be minimised.”
The Role of Mental Health in Employee Absences
With absenteeism linked to both genuine illness and external pressures, organisations face an ongoing challenge in managing workforce well-being. Mental health remains a notable factor in employee absenteeism. Matthews said that organisations should to prioritise support for mental wellbeing – and that by implementing clear policies and offering comprehensive employee benefits, businesses may be able to reduce unnecessary absences while ensuring staff feel supported.
“Prioritising mental health is key. When you aren’t 100% mentally, going to work can feel hard. As an employee, if you’re ever worried or concerned about your mental health in the workplace, it’s important to explore what employee benefits your employer offers, there may be support,” he said.
