Jessica O'ConnorSickness absence in the UK labour market showed signs of improvement in 2024, according to the latest figures from the Office for National Statistics (ONS).
An estimated 148.9 million working days were lost due to sickness or injury in 2024, a drop of 14.9 million from the previous year.
However, this figure remains 9.9 million days above the level recorded in 2019, before the COVID-19 pandemic.
The average number of days lost per worker also fell, down to 4.4 in 2024, compared with 4.9 in 2023, although still above the 2019.
ONS urged caution when interpreting data for 2020 and 2021, given the unique labour market conditions created by furlough and other pandemic-related policies.
Still, the recent trends suggest a gradual stabilisation in absence rates, though not a return to pre-pandemic norms.
Minor illnesses were the most common reason for absence in 2024, accounting for 30.0% of all cases.
This marks the third consecutive year they have topped the list, following their sharp decline during the peak Covid-19 years.
Other major causes included musculoskeletal problems (15.5%), a broad range of “other” conditions (15.1%), mental health issues (9.8%), and respiratory conditions (7.3%).
The sickness absence rate for men was 1.6% and for women 2.5% in 2024. While both fell from 2023, women’s rates remain slightly higher than their pre-pandemic level.
Women had higher absence rates than men across all age groups, and the only increase across age and sex came from women aged 16 to 24.
Older workers continued to have higher absence rates, though most age groups saw a decline year-on-year.
Employees with long-term health conditions had a significantly higher absence rate (4.0%) than those without (1.0%), though both groups saw improvements in 2024.
Regional variations persisted, with the South West recording the highest rate at 2.4%, and London and the East of England the lowest at 1.5%.
London’s lower rate is likely influenced by a younger workforce and a concentration of high-skilled, lower-risk jobs.
Public sector workers had a higher absence rate (2.9%) than those in the private sector (1.8%), continuing a long-term trend.
Differences in job types, pay structures for sickness, and workplace practices may contribute to this gap.
Part-time workers also had a higher absence rate (2.6%) than full-time workers (1.9%), which partly reflects the higher proportion of women and the nature of part-time roles.
Mark Jones, employee benefits partner at Isio, said: “While overall sickness absence rates fell slightly, if you dig deeper the picture is more complex.
“Some groups, including older workers, women, and those in public sector or elementary roles, are still experiencing higher-than-average levels of absence, often driven by long-term health conditions and wider financial pressures. In this context, maintaining a strong wellbeing strategy remains critical.
“Yet too many employers still haven’t made that investment. With HR budgets under pressure, wellbeing can be dismissed as a nice to have rather than a business essential. That’s a mistake.”
He continued: “A well-designed wellbeing strategy doesn’t just support employees. Done properly, it reduces income protection claims, boosts retention, and tackles absenteeism at the root.
“We’re working with clients to quantify this impact and prove that cutting support will cost more in the long run.
“The message for employers is clear: don’t wait until absence data forces your hand. Proactive, evidence-based wellbeing strategies are a must-have for any business that’s serious about productivity and long-term cost control.”
