According to the Office for National Statistics, the number of days lost to sickness absence for those with long-term health conditions is now at a record high of 104.9 million days. It reports that half a million more people are out of the labour force because of long-term sickness than in 2019.As companies face increasing pressures to maintain productivity in a competitive global market, this rise in prolonged employee absences presents a significant challenge. According to recent studies, the cost of absenteeism is escalating, not just in terms of lost productivity but also in the broader impact on workplace morale, employee engagement, and organisational stability.Workers in caring, leisure and other service occupations had the highest sickness absence rates in 2022. Another CIPD and Simplyhealth report shed some light on why long-term absence is increasing, despite business investment in employee health and wellbeing. It found stress to be a significant factor for both short- and long-term absence, with over 76% of respondents reporting stress-related absence in their organisation in the past year.The top long-term absences were listed as: Mental ill health (63%)Acute medical conditions, such as stroke or cancer (51%)Musculoskeletal injuries (51%)The findings also show that over a third (37%) of organisations reported COVID-19 as still being a significant cause of short-term absence.How much sick pay do employers offer?Research by XpertHR research from 2016, reports that one in five employers pay employees on long-term leave the minimum level of SSP, indicating almost four in five offer long-term sick pay that is more generous.What’s the average duration of sick pay?In the UK, employees on long-term sick leave are entitled by law to receive Statutory Sick Pay (SSP) from their employers for a maximum of 28 weeks. What happens after 28 weeks of long-term sick pay?Many employers extend additional long-term sick pay beyond the 28-week SSP period. The specifics of this additional pay are typically detailed in the company's long-term absence policy or the employee’s contract.Holiday pay entitlement during long-term sicknessEmployees continue to accumulate holiday entitlement even while they are on long-term sick leave, as required by law.Employee rights during long-term sicknessUK employees on extended sickness absences have legal rights that protect them. Notably, if an employee has been with their employer for over two years, they are safeguarded against unfair dismissal or redundancy solely due to their absence.However, an employer may consider dismissal or redundancy if the absence is prolonged or if it is determined that the employee is unable to carry out their job duties due to their illness. When making such decisions, employers must evaluate several factors, including the severity and nature of the illness, the likelihood of the employee returning to work, the potential for the illness to recur, the need for someone to fill the role, the impact of the absence on the business and other staff, and whether the employee has been informed that their absence could result in dismissal.Employers should also consider alternative arrangements, such as phased returns, flexible working options, or other roles that may be more suitable for the employee’s condition.Under the Equality Act 2010, employees with disabilities or long-term health issues are entitled to reasonable adjustments at work to help them return or continue working. This protection applies regardless of whether the employee has been employed for two years.Employee benefits for long-term sicknessEmployees in the UK who experience long-term sickness and face a reduction in income may be eligible for certain benefits to provide financial support. One such benefit is the Employment and Support Allowance (ESA), available to those unable to work due to illness or disability.Universal Credit may also be an option for employees on long-term sick leave with reduced income, even if they typically earn more than the qualifying threshold.Additionally, if an employee’s long-term sickness results in a disability or health condition that limits their ability to work, they may qualify for Personal Independence Payment (PIP), which helps cover the extra costs associated with a disability or long-term health condition.For personalised advice and information about available benefits, employees can seek guidance from the Citizens Advice Bureau.In addition to government benefits, some employees may receive extra support through Group Insurance policies provided by their employer. For example, Group Income Protection can provide financial assistance in the event of long-term absence. Managing long-term absenceEffectively managing long-term sickness absence is crucial for employers and HR teams to maintain a productive and supportive work environment.A comprehensive long-term absence policy should be established, detailing procedures for handling extended absences, including communication guidelines, return-to-work plans, and reasonable adjustments.Maintaining regular communication with employees during their absence is essential to understanding their condition and exploring potential adjustments that could facilitate a quicker return to work.Ultimately, the goal for both employers and employees should be a successful return to work after long-term sickness. To support this, companies might benefit from having Group Income Protection, which pays a percentage of an employee’s monthly salary if they are unable to work due to long-term injury or illness.By taking a proactive approach, employers can effectively manage long-term sickness cases, support the well-being of their employees, and sustain a productive and inclusive workplace—benefiting both the employees and the business as a whole.1. FlexibilityOffering flexibility in work arrangements, such as remote work options, flexible hours, or compressed workweeks, can greatly reduce staff sickness. Flexibility allows employees to better manage their personal and professional lives, reducing the strain that can lead to illness. By accommodating individual needs, employers can help maintain a healthier and more engaged workforce.2. PayEnsuring fair and competitive pay is another key factor in reducing staff sickness. Adequate compensation helps alleviate financial stress, which can be a major contributor to health issues. When employees feel they are fairly compensated for their work, they are more likely to remain motivated and less likely to experience the stress that leads to sickness.3. Preventative Health and Wellbeing Support (Employee Benefits)Implementing preventative health and wellbeing support through employee benefits can proactively reduce sickness. Offering programmes such as regular health screenings, mental health support, and wellness initiatives encourages employees to take care of their health. This proactive approach can help identify and address potential health issues before they become serious, reducing the overall rate of sickness.4. InsuranceProviding comprehensive Health Insurance is another important way that employers can help reduce staff sickness. Group Health Insurance ensures that employees have access to necessary medical care, reducing the financial barrier to treatment. By covering regular check-ups and preventative care, insurance helps employees maintain their health, leading to fewer absences due to illness.About YuLifeYuLife is working to reimagine the insurance industry by protecting lives, rewarding living and inspiring life. We’re on a mission to transform traditional insurance into a life-enhancing experience each employee will value and use daily. How does it work?Our award-winning app uses behavioural science and game mechanics to reward your people for living well while offering protection in case of crisis. And with our top-rated employee assistance programme, your team gets access to mental, financial and social support, virtual GPs, nutritionists, life coaches and more to help them live their best lives.Because we believe that your employees should benefit from their insurance from day one — and that wellbeing should be accessible every day, for everyone.Request a demo for your team today.