The latest Office of National Statistics (ONS) shows that 2.55 million people in the UK are out of work for increasingly extended periods of time as a result of suffering from long-term illness. This number has soared and includes the impact of Long Covid.

For employers, business owners and line managers having any employee absence whether it’s a day or long term will impact performance. After all someone has to pick up the duties that the absent employee does or those duties won’t get done. Unfortunately, that is often to the detriment of quality of duties performed but also to the individuals now doing two peoples’ work long-term and that in turn impacts their wellbeing.

Of course, temporary workers may be utilised to fulfil the absentees duties but rarely if ever can an employer receive the same level and quality of work from day one of a temporary worker in comparison to their experienced absentee. Factor in the lead time to find the temporary worker. Any new starters learning curve needs to be allowed for, after all a new starters probation period is utilised partly to be indicative of an individual’s competence to fulfil the role. Therefore, that probation time frame is also indicating how long someone needs to get up to speed in a role.

Long term absence is generally considered to be circa 1 month or more and this period of time should ideally trigger employer interventions all designed to keep the employee connected and supported.

These interventions are often incrementally approached dependent upon the employee and employers needs but often include setting up regular communication, home visits, group income protection triggers, occupational health services, rehabilitation planning and phased returns to work.

There is new Government consultation underway regarding the provision of occupational health in the workplace with the aim of improving workplace support, a move to boost productivity and prevent ill-health unemployment. It is expected that consultation will close in October 2023.