A recent survey commissioned by Acas has highlighted the growing impact mental health is having on sickness absence across UK workplaces.

According to the research, almost one in three employers report that stress, anxiety, depression, or other mental health concerns are now among the reasons employees give for taking time off work.

While minor illnesses such as coughs, colds, and flu remain the most common cause of absence, mental wellbeing is becoming an increasingly important issue for employers to address proactively.

New Sick Pay Rules Came Into Effect in April 2026

Alongside growing awareness around employee wellbeing, changes introduced under the Employment Rights Act 2025 have also updated statutory sick pay rules from 6 April 2026.

The changes mean:

  • employees are now eligible for Statutory Sick Pay (SSP) from the first day of illness, rather than the fourth day, and
  • the previous lower earnings threshold for SSP eligibility has been removed.

For employers, this may lead to additional administrative considerations and potentially increased short-term absence costs.

How Employers Can Better Manage Sickness Absence

Acas has outlined several practical steps businesses can take to help manage and reduce sickness absence in the workplace.

1. Train Managers to Support Staff Effectively

Managers are often the first point of contact when an employee is struggling. Providing appropriate training can help managers handle sensitive situations more confidently and appropriately.

2. Offer Flexible Working Where Possible

Flexible working arrangements can help employees better balance work and personal responsibilities while also supporting mental wellbeing and reducing stress.

3. Address Workplace Issues Early

Unresolved workplace problems can contribute significantly to employee stress and absence levels. Having clear processes for resolving issues early can help create a healthier working environment.

4. Maintain Clear Absence Policies

Employees should understand exactly what is expected if they become unwell, including reporting procedures, sick pay entitlements, and available support.

Clear and accessible policies can help reduce confusion and improve consistency across the business.

Why This Matters for Employers

Employee wellbeing is increasingly linked to productivity, retention, and overall business performance.

As employment legislation and workplace expectations continue to evolve, businesses that proactively support staff wellbeing are often better placed to maintain a positive and productive workforce.

At Harris Lacey and Swain, we help businesses stay informed about changing employment regulations and workplace responsibilities so they can plan ahead with confidence.