Rethinking absence management: Why empowering managers is key to a more healthy and resilient workforce
Research from the Recruitment and Employment Confederation (REC) has revealed that nearly half of UK employers are seeing a drop in productivity due to rising levels of sickness absence.
With proactive sickness absence management now essential to tackling this issue, organisations must focus on equipping managers with the tools, data and confidence to act early and support employee wellbeing.
From better manager training and flexible working to more meaningful return-to-work processes, the spotlight is firmly on proactive, people-first strategies.
As legislative reforms like day-one Statutory Sick Pay approach, this is a pivotal moment for employers to rethink their approach to health and wellbeing at work.
Moving beyond reactive employee absence management
While it’s positive to see employers implementing measures to manage sickness absence, there remains significant room for improvement in how absence is tracked and how managers are equipped to handle it.
Simply tracking absence provides a reactive overview. To truly impact absence rates, organisations need to move towards proactive sickness absence management strategies that utilise data insights to identify underlying issues, whether they stem from poor culture, excessive workload or capability gaps.
This shift requires empowering managers to act early. Developing line managers into confident, capable people leaders who can hold open, honest conversations with their teams is vital. Not only does this enable earlier intervention, but it also helps managers spot the early warning signs of overwhelm and mental ill-health that are now significant drivers of sickness absence.
The manager’s crucial role in proactive sickness absence management
Managers are under immense strain, often promoted for technical skills rather than people skills. Yet they play a critical role in shaping morale, wellbeing and team productivity.
Supporting them to grow into empathetic, proactive leaders can have a measurable impact. For example, AdviserPlus typically sees a 10% reduction in long-term absence rates when managers are trained and empowered to manage sickness proactively.
An often-overlooked factor in reducing absence is giving managers direct access to the right absence management tools and knowledge when they need them.
By transforming employee relations processes and enabling managers to self-serve everyday people matters, organisations can build stronger, more supportive relationships between managers and their teams. This improves trust and communication and helps resolve issues before they escalate into long-term absence.
The changing nature of sick days and workplace wellbeing
New research from Kick Resume found that 60% of employees use sick days for reasons other than physical illness, including 28% for mental health reasons. Yet just 11% of employees fully switch off while off sick, revealing a deep-rooted culture of presenteeism.
These findings highlight a critical point: the traditional view of a sick day as purely physical is outdated. The high percentage of employees taking time off for mental health or personal reasons reflects a disconnect between workplace policies and employees’ real-life experiences.
The challenge for HR and business leaders is to close this gap by embedding wellbeing into the everyday culture and not just within policies, but in how managers lead and support their teams.
Overcoming fear and building manager confidence
However, systemic issues remain. The recent Keep Britain Working Review, led by Sir Charlie Mayfield, identified that many managers avoid crucial conversations with employees for fear of saying the wrong thing, being accused of bullying or facing a tribunal. This fear creates a vacuum of support when it’s needed most, often resulting in longer absences and disengagement.
Managers should be the gatekeepers of culture within an organisation. By equipping them to recognise signs of burnout and mental ill-health and respond with empathy, HR can help shift the workplace dynamic from one of fear to one of proactive, supportive leadership.
Using data and technology to support proactive sickness absence management
Data plays a vital role in proactive sickness absence management by helping to understand and address absence trends. Analysing patterns and using the right insights can reveal underlying causes, such as workload, culture, or management gaps and then, enable early action.
If data highlights a spike in absence within a team, it can signal an opportunity to intervene with additional support or training before burnout sets in. Technology also has an important role to play. Employee relations platforms that empower managers to self-serve and access guidance in the moment can transform how absence is managed.
When managers are supported to conduct meaningful return-to-work conversations and identify barriers to wellbeing, the result is not just reduced absence but higher engagement and productivity.
Building a culture of support and trust in the workplace
Employee Assistance Programmes (EAPs) and Mental Health First Aiders are valuable tools but they are most effective when combined with a culture that encourages openness and support.
When wellbeing services are promoted and normalised, stigma reduces and employees are more likely to seek help early. The goal should be to create a workplace where employees feel supported, trusted and empowered to take the time they need to rest and recover, whether that’s from a physical illness or a mental health challenge.
This approach not only improves individual wellbeing but also strengthens overall organisational resilience.
Now is the time to review absence management and wellbeing policies
As day-one Statutory Sick Pay becomes law under the Employment Rights Bill, employers have a clear opportunity to modernise their approach to sickness absence and wellbeing.
A people-first strategy, underpinned by proactive sickness absence management, robust training, data-led insights, effective technology and a genuine commitment to culture, will be key to sustaining productivity and engagement in a health-aware workforce.
In a competitive labour market where wellbeing and trust drive loyalty, neglecting these issues is no longer an option. Now is the time for employers to move beyond compliance, to create workplaces where employees can thrive, managers are empowered, and wellbeing is embedded in the everyday fabric of work.
Our HR experts are here to help
If you’re ready to move from reactive management to a proactive, manager-led approach that builds a healthier, more resilient workforce, speak to AdviserPlus today.
Our experts can show you how technology, insight, and training combine to create measurable change.
Book a consultation or demo today to see how we can help your managers turn absence into action.