The Rising Cost of Wellbeing: How NHS Staff Absence is Shaping the Future of Healthcare
A recent forecast suggests one NHS organisation could face a £1.5 million overspend on agency and bank staff, largely due to covering sickness absence. This isn’t an isolated incident. Across the UK, rising staff absence is forcing healthcare leaders to rethink strategies, moving beyond simply filling gaps to proactively investing in employee wellbeing. But what does this shift truly mean for the future of healthcare, and what can we expect to see in the coming years?
The Sickness Absence Landscape in the NHS
The NHS has been grappling with increased sickness absence rates. Data from 2022 showed a 29% rise compared to 2019, with anxiety, stress, and depression accounting for a significant 25.5% of cases. This trend has been exacerbated by the pressures of the COVID-19 pandemic, which has taken a toll on the wellbeing of healthcare staff. The impact is clear: employee decisions to leave acute healthcare are often linked to periods of sickness absence. [1]
With approximately 122 vacancies in one Trust alone, representing a substantial portion of its 1,600-strong workforce, the challenge is multifaceted. Simply recruiting more staff isn’t a sustainable solution if those staff are then susceptible to burnout, and illness.
From Reactive to Proactive: A Wellbeing Revolution?
The traditional approach to sickness absence – reacting to illness as it occurs – is rapidly becoming obsolete. The NHS Long Term Workforce Plan recognizes the positive impact of staff wellbeing policies on productivity, engagement, and the quality of care. [1] We’re seeing a move towards preventative measures, focusing on creating environments where staff can thrive.
This includes initiatives like encouraging flu vaccinations, which are being actively promoted by Trust leaders. Though, the response is going deeper. One Trust is conducting a “deep dive” into the causes of musculoskeletal issues – neck, shoulder, and back pain – with plans to develop preventative video resources. This targeted approach demonstrates a commitment to addressing specific, prevalent health concerns within the workforce.
Pro Tip: Investing in ergonomic assessments and providing staff with training on proper lifting techniques can significantly reduce the incidence of musculoskeletal injuries.
The Rise of Flexible Working and Prioritizing Breaks
Beyond physical health, mental wellbeing is taking centre stage. Campaigns are being launched to encourage regular breaks, recognizing the importance of stepping away from demanding workloads. Awareness of the benefits of flexible working is increasing, and Trusts are actively ensuring staff plan and book their annual leave. [2]
Flexible working isn’t just a perk; it’s a crucial tool for managing stress and preventing burnout. Allowing staff to adjust their schedules to better suit their personal needs can significantly improve their work-life balance and overall wellbeing.
The Role of Policy and Procedure
Robust policies and procedures are essential for effectively managing sickness absence and supporting employee wellbeing. Trusts are developing and implementing comprehensive Attendance Management and Wellbeing Policies, emphasizing trust, respect, compassion, and integrity. [2] These policies often include toolkits and guidance documents for managers, ensuring a consistent and supportive approach. [4]
Did you know? A supportive and compassionate leadership style is a key predictor of staff engagement, which directly impacts care quality, innovation, and patient outcomes. [3]
Looking Ahead: Future Trends
The trends outlined above suggest several potential future developments:
- Increased Investment in Preventative Wellbeing Programs: Expect to see more Trusts allocating resources to proactive wellbeing initiatives, such as mental health training, stress management workshops, and ergonomic assessments.
- Data-Driven Approaches to Absence Management: Utilizing publicly available data to identify patterns and trends in sickness absence will become increasingly common, allowing Trusts to tailor their interventions more effectively. [1]
- Expansion of Flexible Working Options: Flexible working will likely become the norm, rather than the exception, as Trusts recognize its benefits for both employees and the organization.
- Integration of Technology: Digital tools, such as wellbeing apps and online resources, will play a greater role in supporting employee health and wellbeing.
- Focus on Psychological Safety: Creating psychologically safe environments where staff feel comfortable speaking up about their concerns and seeking support will be paramount. [3]
FAQ
Q: What is the main driver of increased sickness absence in the NHS?
A: Anxiety, stress, and depression are significant contributors, often linked to workload pressures and the impact of the COVID-19 pandemic.
Q: What is the NHS doing to address the issue?
A: Trusts are implementing preventative wellbeing programs, promoting flexible working, and developing comprehensive policies to support employee health.
Q: How can managers support their teams’ wellbeing?
A: By fostering a supportive environment, encouraging regular breaks, and providing access to resources and training.
Wish to learn more about supporting your team’s wellbeing? Explore the NHS Employers Sickness Absence Toolkit.
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