The UK has already lost three million working days to mental ill health in 2026, revealing the scale of workplace absence linked to stress, anxiety and related conditions.
The milestone, reached by February 19 based on annual sickness trends, reflects the continued impact of mental health on workforce participation and productivity, with millions of days lost each year.
In response, Simplyhealth, a healthcare services and plan provider, has announced a £3 million partnership with three mental health charities to expand support across workplaces and communities.
Mental health remains leading driver of absence
Mental ill health continues to be one of the main causes of both short- and long-term sickness absence, placing sustained pressure on employers and the wider economy.
 |
Get our essential daily HR news and updates. |
Data from the Chartered Institute of Personnel and Development, the professional body for human resources and people development, found that mental health accounted for 41 percent of long-term absence and 29 percent of short-term absence.
Broader workforce data also points to the scale of the issue. Around one in four people experience poor mental health each year, while stress remains a common cause of absence in many organisations.
Despite this, only half of employers believe their efforts to address workplace stress are effective, suggesting a gap between policy and impact.
New partnership aims to expand support and prevention
The three-year programme will focus on improving access to early support, training and crisis services, with a particular emphasis on prevention and awareness.
The initiative involves The Mental Health Foundation, a UK charity focused on prevention and mental health research, Mental Health First Aid England, which provides workplace training to improve mental health awareness, and Mental Health Innovations, the charity behind the Shout text support service.
In its first year, the programme aims to engage hundreds of businesses, deliver mental health training to thousands of employees and expand access to round-the-clock support services.
Paul Schreier, chief executive at Simplyhealth, said the scale of absence linked to mental health required a more proactive response. “Through our partnerships, we’re using our profits in a meaningful and impactful way to improve access to mental health support for people across the UK.”
He said workplace support could help prevent issues from escalating. “Workplace absence costs the economy billions each year; by offering mental health benefits to employees, businesses can prevent stress-related illness before it escalates.”
Workplace conditions and access to support remain key
The data points to several factors contributing to mental health-related absence, including heavy workloads, personal health concerns and pressures outside of work.
Many workers also report that mental health affects their ability to stay in or return to employment, with a significant proportion citing it as a barrier to working.
Mark Rowland, chief executive of the Mental Health Foundation, said early intervention was essential to improving outcomes. “The Mental Health Foundation’s vision is good mental health for all, and we are focused on tackling the root causes of poor mental health and preventing problems before they arise.”
He said workplaces played a central role in supporting wellbeing. “Healthy working lives, in particular, are essential to the wellbeing of individuals, families, and communities, and this partnership will help shine a light on the practical steps that can make a real difference.”
Employers urged to focus on prevention and early action
The findings reinforce the importance of addressing mental health through both workplace design and access to support services.
While many organisations have introduced wellbeing initiatives, the continued rise in absence suggests that further action may be needed to address underlying causes such as workload, job design and access to timely support.
With millions of working days already lost early in the year, the challenge for employers will be to move beyond reactive measures and focus on prevention, early intervention and sustained support for employee wellbeing.
