Acas has reported that almost a third of workplace sickness absence is attributed to mental health issues, including stress, anxiety and depression, according to new survey findings. The organisation published the results following a YouGov poll of employers, with further details available in the original release here.
Survey findings on sickness absence
The YouGov survey, commissioned by Acas, asked employers to identify the top three reasons employees give for being absent from work due to sickness.
The findings show that 32% of employers cited stress, anxiety, depression or other mental health problems as a cause of absence. Minor illnesses such as coughs, colds and flu were the most commonly reported reason, with 62% of respondents identifying these as a cause. Headaches and migraines were reported by 23% of employers.
The poll was conducted ahead of upcoming changes to statutory sick pay, which are due to take effect in April 2026 under new legislation.
Changes to statutory sick pay
Under the Employment Rights Act 2025, new rules on statutory sick pay will come into force on 6 April 2026. These changes will make employees eligible for statutory sick pay from the first day of illness, rather than from the fourth day.
In addition, the requirement for workers to earn a minimum amount to qualify for statutory sick pay will be removed.
Julie Dennis, Head of Inclusivity at Acas, said the findings highlight the prevalence of mental health issues as a reason for workplace absence, alongside more common minor illnesses. She stated that employers should ensure that working environments support employee health and wellbeing, while also preparing for the forthcoming changes to sick pay regulations.
She also advised that employees experiencing stress should raise concerns with their manager at an early stage and noted that Acas provides guidance and training on managing these issues.
Guidance for employers
Acas has outlined several measures to support employers in managing sickness absence. These include providing training for managers to help them support employees during periods of illness, and offering flexible working arrangements to promote a healthier work environment.
The organisation also recommends the use of workplace mediation services to resolve issues that may contribute to absence, as well as ensuring that illness and absence policies are clear and accessible to both employers and employees.
Acas has updated its guidance on sick pay to reflect the legislative changes introduced by the Employment Rights Act 2025, including comparisons with existing rules. Training courses are also available to help employers manage absence effectively.
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David Foy: Head of Content at HSE Network
David leads the content delivery team at HSE Network and handles the day-to-day management of advertorial and editorial content campaigns. David has experience in safety content creation across written and podcast-based mediums and has been working with HSE Network for over 5 years.
