Top Reasons Brits Are Calling in Sick to Work

As hybrid working is now the norm for many, businesses are more aware than ever of the need to keep unwell staff at home to avoid viruses spreading. However, sick leave is on the rise, with employees absent for an average of 7.8 days over 2023 compared to 5.8 days pre-pandemic. Employees across the UK are calling in sick for a variety of reasons regarding both their mental and physical health, ranging anywhere from surgery to stress, and even hangovers. 

In our latest survey, we have uncovered the most common reasons for sick leave, the amount of days taken off for each reason, and how much this is costing businesses each year. We also investigated how Brits feel about sick days in general, and which illnesses employees consider legitimate and which reasons they feel guilty about. 

Just under a quarter of the UK takes sick days for common illnesses or appointments

Knowing why employees often call in sick can help business owners manage their sick leave policies better, tackle absenteeism, and offer the right support to their teams.

The most common reasons employees are taking sick leave include: 

Unsurprisingly, common illnesses are the main cause of sick leave, responsible for just under a quarter of absences in the UK. Common illnesses causing days off include flu symptoms (39%), food poisoning (20%), and oncoming colds (10%).  

Medical appointments take second place, with one in five (21%) Brits admitting to taking time off sick for this reason. Interestingly, those working in public services/administration roles take the most sick days for flu symptoms (53%), however they are the industry taking the least sick days for appointments (17%). 

Headaches and migraines are the third most common reasons for staff absence, with those aged 35 to 44 using them the most at 23%. It’s also the most common reason all employees surveyed would consider taking a sick day in the future, with 50% agreeing they’d take a sick day for this reason. With many employees working with technology such as laptops and computers for hours at a time each day, this may be why this ailment comes out as a top consideration.

Mental health days make up 12% of sick days in the UK, with those working in the charity and voluntary sectors being affected the most. 14% of sick days in this line of work are attributed to either depression, anxiety, burnout, or panic attacks. 

The industries where people are most likely to call in sick

Those working in hospitality and events management are the most likely to take a day off, with 17% calling in sick. They are also the sector most likely to call in sick for surgery (29%), morning sickness (25%), and panic attacks (21%). 

The next group taking the most sick days are those working in charity and voluntary positions, with 15% taking sick leave each year. They also make up the largest number of employees taking leave for migraines (26%) and depression (19%).

Those working in energy and utilities industries take the least sick leave, with only 11% calling in sick.   

After a heavy night, those in business, consulting or management, and staff from the hospitality sector are the most likely to ‘pull a sickie’ due to a hangover, with 17% admitting to doing so.

How much sick leave do we take each year?

Taking time off due to illness is an inevitable part of any business, but how much time is actually being taken, and what illnesses do we need the most time off for? 

We have also discovered how much money sick leave is costing businesses each year. Assuming a five-day working week, the average daily wage in the UK is £137.80. By multiplying this by the average number of days off, we have determined how much a business will lose when an employee calls in sick for a certain number of days.

Uncommon illnesses and injuries cause the most days to be taken off per year when they occur, with reasons such as surgery and chronic illnesses requiring a longer absence of almost three days. 

In terms of financial consequences, this could be costing your business an average of £399.62 each year for every employee taking time off for this reason. Therefore, if 10 of your employees take 2.9 days to recover in one year, that could set your company back by £3,996.20. It’s worth noting that this of course depends on the type of surgery and recovery time, which will be unique to each individual. 

Symptoms of mental illness, such as anxiety, depression, panic attacks, and burnout, often require nearly as much recovery time as physical injuries, with employees averaging 2.7 days off per year for mental health reasons. In fact, an employee taking time off for depression specifically currently takes the same amount of time off for surgery (3.1 days). With one employee taking 2.7 days off for mental health, this can cost a business £372.06 each year. Therefore, if 20 of your employees are taking sick days for mental health, this could equate to a staggering £7,441.20 each year. 

The amount of days off varies by age group, with those aged 18 to 24 taking the most sick leave for mental health at an average of 3.4 days compared to just 2.2 days by those aged 65 and over. However, the elderly generation is not immune to mental health days and takes the longest amount of time off for depression specifically at an average of 5.5 days. That’s 2.5 days more than the average 3 days taken by employees aged 18 to 24. 

Women’s health problems such as period pain and morning sickness can cause an employee to take an average of 2.5 sick days, with employees in the hospitality and events management sector using them most at 21%. According to the World Health Organisation, addressing the women’s health gap could boost the global economy by $1 trillion by 2040. To improve this health gap, it is always worth checking that your current health policies are creating a supportive culture towards women’s health. 

What is the UK’s attitude towards sick days?

Despite the average number of sick days rising, three in five Brits admit to not taking time off work for illness despite needing to. But which illnesses does the UK feel the most guilt for when taking a sick day? And which illnesses do employees feel the most comfortable disclosing? 

Reasons unrelated to illness, such as taking care of a loved one or tiredness, tend to be the most guilt-inducing causes of sick days for Brits, with a quarter (25.2%) feeling guilt for taking time off for these reasons. However, the top guilty reason for skipping work was feeling hungover, causing 38% to feel guilty. With businesses losing approximately £269.48 for the two average days taken off by employees, it’s no surprise that this guilt might be justified.

Mental health reasons also seem to trouble some employees when they consider taking time off, with 17% feeling guilty for requesting a mental health day. With 28% of employees feeling they can be honest about mental health with their employer, and over 660,000 Mental Health First Aiders in the UK, the stigma surrounding mental health in the workplace is greatly improving. Encouraging honest conversations and providing resources for employees can help reduce any guilt and promote a culture where taking care of mental well-being is seen as just as important as physical health.

According to the survey, Brits feel that uncommon illnesses or injury is the most legitimate reason to have a sick day, with 51% naming surgery and post-surgery recovery as justifiable reasons to take time off. Considering the guilt workers felt for taking time off for a hangover, it’s unsurprising that it’s the least legitimate reason, with only 5% calling it justifiable. 

In terms of honesty with their employer, UK workers feel most at ease about taking sick leave for appointments (42%), or being off work for uncommon illnesses or injuries such as surgery (45%) or chronic conditions (40%). 

However, some employees admit to being dishonest about their sick leave, using legitimate reasons as a lie to have a day off. Many individuals who are dishonest to secure a sick day often fabricate excuses unrelated to illness, such as claiming to care for a sick family member (5%) or lying about having a hangover (6%). 

Creating a workplace where employees feel safe discussing their reasons for sick leave is vital for trusting working relationships. One-to-one check-ins can provide opportunities for employees to discuss their well-being, and creating supportive sick leave policies that are clear and fair will allow employees to take time off without fear of repercussions. 

Managing sick leave: employers’ rights and guidance

Monitoring employee sick leave is a critical responsibility for business owners, as it helps maintain workplace integrity and productivity. While it’s essential to support employees in their health needs, it's equally important to recognise patterns that may indicate misuse of sick leave policies. 

Fay Sumner, Head of People at Capital on Tap shares expert advice on employers’ rights regarding sick leave and how to manage excessive or unfounded absences effectively:

Supporting Employees

“It’s essential to prioritise your employees well-being and create a safe, supportive environment where they feel comfortable taking the time they need to work at their full potential.

“Just as having certified first aiders on staff is crucial for physical safety, it’s equally important to have a trained mental health first aider available. This ensures employees feel they have the support they need for any mental health concerns, reinforcing a workplace culture that values and promotes both physical and mental wellness.”

What to do if you suspect consistent misuse of sick leave 

“As a business owner, you have the right to monitor employee sick leave. In this case, it would be particularly valuable to document patterns such as if they are consistently taking leave around the weekends. You could also request medical evidence for absences, particularly those which are longer than a week, to verify that there is a genuine reason for taking leave. Holding return-to-work interviews may also be valuable to see if they require any support to reduce instances of absence.”

Employer legal rights

“If you find out that an employee is misusing your sick leave policies, you are able to initiate a disciplinary process. This should begin with a warning and further investigation but could evolve into a disciplinary hearing and potentially dismissal for misconduct if deemed appropriate. It is important to bear in mind that all processes should be transparent and comply with the Employment Rights Act 1996.

“Employers should also keep in mind that disciplinary actions must be fair and reasonable in adherence to company policies and the ACAS Code of Practice. Acting too hastily and not conducting an ample investigation could lead to legal claims of unfair dismissal or discrimination.”

Sources and Methodology

All data was taken from a survey of 1,000 UK-based employed adults. The survey was conducted on 25th to 30th September 2024.