Stress, anxiety and depression are now among the most common reasons for workplace absence, with nearly a third of employers saying mental health is a key factor in staff taking time off.
A survey of employers found that 32 percent reported mental health issues as a reason employees give for sickness absence, placing it alongside more traditional causes such as minor illness.
It comes ahead of changes to statutory sick pay (SSP) rules that will come into force on April 6 under the Employment Rights Act 2025, which will expand eligibility and bring forward payments from the first day of illness.
Mental health and minor illness dominate absence
The research, carried out by YouGov and commissioned by the Advisory, Conciliation and Arbitration Service (Acas), asked employers to identify the most common reasons employees give for being off sick.
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Minor illnesses such as coughs, colds and flu remained the most frequently cited cause, reported by 62 percent of employers.
Headaches and migraines were also a significant factor, mentioned by 23 percent of respondents.
But mental health conditions stood out as a major contributor to absence, with almost one in three employers identifying stress, anxiety or depression as a key reason.
Employers urged to prepare for rule changes
The changes to SSP will mean workers are entitled to sick pay from the first day of illness, rather than the fourth, and the removal of the lower earnings limit will widen access.
Acas said employers should take steps to prepare for the changes and ensure their workplaces support employee health.
Julie Dennis, head of inclusivity at Acas, said the data pointed to the growing role of mental health in absence. “Our findings reveal that 1 in 3 bosses report mental health problems as a key reason for staff absence. It is a surprising result, alongside the top reason for sickness being coughs, colds, flu and other minor illnesses,” she said.
“Bosses need to ensure that their work environments are healthy places to work, as well as prepare for the new rules on sick pay that will be coming in a few weeks’ time.”
Dennis added that employees should seek support where needed. “Workers should also look after their own health and wellbeing too. If they are experiencing stress, they should talk to their manager as soon as they can. Acas has good practice advice and training in this area,” she said.
Practical steps to reduce absence
Acas said employers can take several steps to manage sickness absence more effectively. It includes providing training for managers to support employees during periods of illness, offering flexible working arrangements and ensuring clear and accessible absence policies.
It also said mediation services can help resolve workplace issues that may contribute to absence.
The updated guidance reflects the upcoming changes to sick pay rules and sets out how they differ from the current system.
Matt Russell, chief executive of benefits providers Zest and Epassi UK, said employers needed to take a more targeted approach to wellbeing.
“To better meet employee needs, employers must enhance their wellbeing offerings,” he said. Our research shows that only four in ten … employees feel their employer cares about their wellbeing but simply investing in benefits is not enough. Understanding what type of support workers want, implementing changes and communicating what’s on offer effectively is key.”
Russell added that improving support would have wider benefits for organisations. “Not only will this improve employee support and morale but also drive business growth and productivity,” he said.
William Furney is a Managing Editor at Black and White Trading Ltd based in Kingston upon Hull, UK. He is a prolific author and contributor at Workplace Wellbeing Professional, with over 127 published posts covering HR, employee engagement, and workplace wellbeing topics. His writing focuses on contemporary employment issues including pension schemes, employee health, financial struggles affecting workers, and broader workplace trends.
