As the UK enters the season of high illness, employers are facing a hidden epidemic: presenteeism. This practice, where employees work while sick, often at reduced capacity, is not just harming individuals; it is costing UK employers an estimated £24 billion annually due to reduced productivity and prolonged illness, according to Deloitte data.
Brenig Moore, public health expert at Astutis, issues an urgent warning to HR professionals: the culture around sick leave must change.
“Too many employees still feel pressured to push through illnesses… employers are also paying far more than if the employee were to take a few days off to rest and recover,” Moore states. “Changing the culture around sick leave is still one of the simplest tasks an employer can do, yet one of the most effective.”
This is especially critical in the hybrid world, where employees often confuse “working from home” with a sufficient way to “rest” while sick, often exacerbating their illness.
5 Actions HR Must Take to End Presenteeism Now
HR leaders and managers can drastically cut presenteeism costs and improve employee health by implementing these five cultural and policy shifts:
1. Review and Redistribute Sick Leave Policies
Ensure your absence policies are clear, supportive, and flexible. Explicitly communicate that short-term sickness is preferable to long-term reduced performance.
- Action Point: Remind all employees, especially those working from home, that “working from bed” is not rest. They are entitled to true sick leave and should fully disconnect to recover.
2. Lead by Example
The greatest way to change cultural fear is through visibility at the top. When managers and senior staff push through illness, it sends a clear signal that employees must do the same.
- Action Point: Senior leaders must visibly and confidently model healthy workplace behavior by taking time offwhen they are unwell, giving more junior staff the confidence to follow suit without fear of judgment.
3. Encourage Open Conversations About Mental Health
Presenteeism often stems from underlying stress, anxiety, or burnout that makes employees fearful of stepping away from their workload.
- Action Point: Train line managers to recognize early signs of mental strain. Remind employees that managers are there to help with workload management and provide access to mental health training resources and support systems.
4. Implement Small Cultural Shifts
Well-being is built into daily practices. These small changes reinforce that the company values rest and boundaries.
- Action Point: Encourage all employees to take lunch breaks away from their desks and enforce a strong digital switch-off after hours. Leadership should not send or expect responses to emails once employees have closed their laptops for the day.
5. Invest in Workplace Well-being Programmes
Proactive support reduces stigma and tangibly demonstrates that staff well-being is a priority, not an afterthought.
- Action Point: Invest in Employee Assistance Programmes (EAPs) and practical initiatives like Mental Health First Aid training . Leverage internal HR knowledge to share training and information in group situations, making knowledge-sharing accessible and cost-effective.