Five million and counting! Managing mental health sick days

Recent analysis by a healthcare provider suggests that up to the end of March, a staggering 5 million working days had been lost to mental health sickness absence in 2026 in the UK. 

They state it is the leading cause of long-term sickness absence and the second most common cause for short-term sickness absence.

When we talk about mental health and workplace absence, the most likely candidates are stress, anxiety and depression which could be directly caused by work. There are, of course, other mental health conditions which vary in severity like bi-polar and schizophrenia.

Young and old workers are affected, and the analysis concluded that younger workers are more likely to take more frequent shorter spells of absence. Meanwhile, older workers are less likely to take sickness absence for mental health, but when they do they’ll take it for longer. Perhaps a case of delaying until crisis point? 

Mental Health Awareness Week

This week is Mental Health Awareness Week, and in 2026 the theme is “action”. With that in mind, let’s examine practical actions you can take, to reduce the national mental health toll on your business.

Practical ways to reduce mental health absence in your business

Working on a positive culture in your business is a foundational step. 

Open communication about mental health, well-designed workloads that don’t overwhelm staff and good line management are all great places to start.

Taking this further, consider introducing a well-being action plan for each member as part of their line management. In one to ones include a discussion on how they are, whether they feel under stress (at home or work) and record actions that could help.

We are big fans of employee assistance programmes (EAPs). For a few pounds per employee per month, you provide them with a range of resources including confidential helplines for mental health related matters. 

Not only does this give them access to the expertise they need, but it also relieves you of some of the frontline work, which you may not feel particularly qualified to deal with.

Mental health first aiders are another tool. Employees trained up to spot signs of stress in colleagues, be a champion for mental health in the business, triage anyone who is struggling and signpost ways forward (but to not treat cases).

Some employers are offering mental health days – additional authorised absence (whether paid or unpaid) as a pre-emptive defence against mental health sickness absence. 

In the generally tough economic climate many businesses are experiencing, we don’t think this is practical or necessary for many companies. But it may be something to consider if you have the budget and it aligns with your views.

Help from The HR Dept

If you are suffering from the effects of mental ill health in your business, reach out to us. We can listen to what you are experiencing and help you find and implement a solution that works for you.