The CIPD conducted a major survey on health and wellbeing at work, to which 804 organisations responded, covering more than 4.3 million employees. In summary, the survey report’s key findings are:

The impact of COVID-19

• 67% of organisations include Covid-19 among their top three causes of short-term absence (up from 39% last year, with 8% having lost more than 25% of working time to Covid-19-related absence in the previous 12 months. 
• 46% of organisations have employees who have experienced long-covid (symptoms lasting 12 weeks or more) in the last 12 months. 26% of organisations report long-covid among their top causes of long-term absence.
• 66% of organisations are extremely or moderately concerned about the impact of the pandemic on employees’ mental health.
• 48% of respondents believe they are effective in identifying and managing the mental health risks arising from Covid-19.
• Most organisations are taking additional measures to support employee health and wellbeing in response to Covid-19, including an increased focus on mental health, and new or better support for people working from home. 

Strategic approach to employee health and wellbeing

• Half of organisations (51%) take a strategic approach to employee wellbeing, with the biggest focus of health and wellbeing activity being placed on mental health (the main cause of long-term absence).
• 70% of HR respondents agree that employee wellbeing is on senior leaders’ agendas and 60% believe that line managers have bought into the importance of wellbeing. ‘While these figures are lower than in the first year of the pandemic, the longer-term trend suggests that employee wellbeing has been gradually rising up the corporate agenda.’
• 68% of respondents believe their organisation actively promotes good mental wellbeing (down from 77% last year) 

Presenteeism

• ‘Presenteeism’ (working when ill) remains prevalent with 65% of HR respondents reporting they have observed it in the workplace, and 81% reporting observing it among those working from home.
• 53% of organisations take active steps to discourage presenteeism.
• ‘Leaveism’ (using holiday entitlement to work, or when sick) has been observed by 67% of HR respondents, and just 30% report that their organisation has taken steps to tackle it.

Line managers play a pivotal role but often lack the skills required

• The majority of organisations look to line managers to take primary responsibility for managing both short-term (70%) and long-term (61%) absence.
• 60% provide managers with training in handling short-term absence and 65% provide them with tailored support for managing long-term absence.
• Only 38% of HR respondents feel that managers are confident to have sensitive discussions and signpost people to expert sources of help when needed, and only 29% believe they are confident and competent to spot the early warning signs of mental ill health.
• Management style remains among the most common causes of stress at work.

The full report, together with additional related resources, can be found here.

Emma Ahmed, Legal Director (PSL) – Commercial Employment, Liverpool