65 BUSINESS ADVICE increasing pressure on other employees who have to cover the missing work, which can result in a vicious circle. “Many employers may be surprised to find out the UK has the poorest sickness record in the developed world with its ‘always on’ culture more prominent than in other nations. Fortunately, there’s plenty of action they can take to mitigate the impact. “From flexible working hours arrangements to bespoke wellbeing programs, employers can lead by example and create a healthier, more productive workplace.” Here are some suggestions: Review your working culture: Assess your organisation’s work culture. Is it conducive to employee well-being? Encourage open conversations about workloads, expectations and flexibility. Promote a healthy work-life balance. Encourage employees to disconnect after work hours and don’t expect overtime unless in exceptional circumstances. Enrol wellbeing programs: Provide mental health resources, stress management workshops, and fitness initiatives. Awareness schemes such as UK Mental Health Awareness Week (13th to 19th May) can be a good way to open a dialogue. Train managers to recognise signs of burnout and support struggling employees. Flexible working arrangements: Embrace flexible schedules, remote work, and job-sharing options, which can allow individuals to taper their work/life balance between family life, social commitments, and fitness. Trust employees to manage their time effectively. Promote a positive work environment: Foster a supportive workplace culture where employees feel valued. Staff surveys can be an effective way of taking the temperature of your workforce. Recognise and celebrate achievements with ‘monthly stars’ awards and positive messages across social channels. Monitor and adapt: Regularly assess absence patterns digitally and address any emerging trends with HR meetings and 1-2-1s where appropriate. Use this data to inform decisions and tailor wellbeing initiatives accordingly. CONCLUSION Reducing sickness absences may require a holistic approach, but acknowledging the perils of an ‘always on’ culture can be a major stepping stone. By prioritising a wellbeing culture alongside more flexible working patterns, businesses can break free from the shackles of permanent availability and create a workforce that not only survives but thrives.
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