In a recent survey conducted by Isio in collaboration with YouGov, a comprehensive analysis of 7,674 UK private sector employees has shed light on the pivotal role of employee benefits packages in reducing turnover. The UK - grappling with one of the highest voluntary employee turnover rates in Europe - has seen 27% of employees opting to leave their jobs between 2020 and 2021.

The survey uncovered a compelling correlation between financial confidence and expected employee turnover. Those who exhibited financial confidence in decision-making were 69% more likely to stay with their current employer, compared to 64% in the wider population. Conversely, individuals with less financial confidence were 32% more likely to seek alternative employment, compared to 26% in the broader workforce.

Beyond financial education and support, the findings prompt a closer examination of what additional measures can be implemented to address turnover within a workforce.

To gauge the impact of benefits packages on employee satisfaction, the survey asked over 7,500 employees - excluding pay and bonus considerations, whether their current benefits package met their requirements. Alarmingly, over a quarter expressed significant discontent, while an additional 8% admitted to being unaware of their benefits. This dissatisfaction varied considerably across industry sectors.

Employees dissatisfied with their benefits were found to be more inclined to change jobs, with 16% planning to do so, compared to 10% in the wider population. Conversely, those content with their benefits package were less likely to consider moving, with 58% having no plans to change jobs, compared to 40% in the broader workforce.

The survey highlighted significant differences in satisfaction levels across industries. Financial services led the way, with 33% of employees feeling that their benefits met all their needs. However, in hospitality and leisure, this figure dropped to a mere 18%, with an additional 15% uncertain about their benefits.

Several factors contribute to this variance, including the perceived generosity of benefits packages in the financial services sector compared to retail and hospitality. Additionally, the retail and hospitality industries, characterised by a more diverse workforce, often grapple with less inclusive benefit packages.

In light of these findings, there is untapped potential for employers to enhance employee satisfaction with benefits packages and boost financial confidence across the workforce. By ensuring benefits packages meet the diverse needs of employees and fostering an inclusive approach, employers can significantly reduce the risk of turnover.

In June 2023, Ciphr - a UK-based provider of integrated HR, payroll, learning and recruitment solutions - conducted an online survey of 1,000 employed UK adults. The survey aimed to understand the perceptions of what constitutes a meaningful and rewarding career among the workforce. The results provide fascinating insights into the types of professions that people in the UK find most fulfilling and valuable.

Surprisingly, the survey revealed a diverse range of responses, with nearly 220 different job titles cited as meaningful and rewarding. However, some professions consistently stood out as the most highly regarded across the board, suggesting that certain careers hold a special place in the hearts of the UK workforce.

Unsurprisingly, the top three positions on the list of most meaningful and rewarding careers in the UK were occupied by healthcare and education professionals. According to the survey, being a nurse, doctor, or teacher ranked highest, with 86% of the respondents providing qualitative explanations for their choices. These three vocations have long been revered for their contribution to society and their ability to make a positive impact on the lives of others.

Nurses, often referred to as the "backbone of the health service," were commended for their unwavering support and comforting presence during challenging times. Respondents expressed gratitude for the invaluable care and comfort that nurses provide, acknowledging that their work goes beyond monetary compensation.

Doctors, known for their "life-changing skills," were praised for their capacity to improve lives daily. The survey participants recognised the significant impact of doctors in enhancing the well-being of individuals, highlighting the profession's altruistic aspect.

Teachers, too, received widespread acclaim for their dedication to shaping the lives of the next generation. Respondents commended educators for helping young people reach their full potential, emphasising the importance of their role in society.

Interestingly, it's noteworthy that very few respondents mentioned the wages of these caring professions, instead focusing on the non-monetary rewards of the work itself. This indicates that financial incentives aren't the primary motivators for individuals drawn to professions that revolve around helping others.

Furthermore, the survey highlighted that careers associated with caring - such as care workers and midwives - ranked highly on the list, despite not being renowned for high salaries. This reaffirms the idea that people in the UK value the intrinsic rewards and personal satisfaction that come with helping others.

The survey also unveiled the significance of roles in the IT sector, with IT professionals ranking seventh on the list. Given the growing reliance on technology in both personal and professional aspects of life, it's unsurprising that respondents consider this role as meaningful and rewarding. IT professionals play a crucial role in shaping the digital landscape, and their work has a direct impact on society, making their inclusion in the top ten entirely justified.

The top 20 jobs considered the most meaningful and rewarding in the UK, according to the Ciphr survey, are as follows:

• Nurse
• Doctor
• Teacher
• Medical professional
• Care worker
• Midwife
• IT professional
• Charity worker
• Support worker
• Social worker
• Police officer
• Working for the NHS
• Lawyer
• Vet
• Animal care worker
• Manager
• Working with animals
• Customer service manager
• Firefighter
• Education professional
• Paramedic
• Professional footballer

It's also interesting to observe the gender-based differences in the list. The survey revealed that certain professions ranked higher among women - such as midwife, support worker, social worker, charity worker and animal care worker. On the other hand, some roles - including IT professional, manager, police officer, working for the NHS and professional footballer - featured predominantly in the men's top 10. These differences in perception reflect the varied values and preferences of individuals in the workforce.

The Ciphr survey sheds light on the most meaningful and rewarding professions in the UK, with healthcare and education-related roles dominating the top spots. These results highlight the importance of intrinsic rewards and the desire to make a positive impact on society as key factors in people's career choices. It's evident that, for many in the UK, the true value of a profession lies not solely in monetary compensation but in the sense of fulfilment and contribution it offers to others and society as a whole.

The Annual Survey of Hours and Earnings (ASHE) is conducted in the UK each April. It serves as the most comprehensive source of information about the structure and distribution of earnings across the country. This survey delves into the depths of the UK workforce, providing invaluable insights into the levels, distribution and composition of earnings, as well as paid hours worked. ASHE captures data across various industries, occupations and demographics, offering an in depth understanding of the UK's labour market.

The ASHE data, derived from a 1% sample of employee jobs and employing HM Revenue and Customs Pay As You Earn (PAYE) records, is a crucial tool for policymakers and economists to understand and address the nuances of the labour market.

In the most recent analysis of the ASHE data by the Office for National Statistics (ONS), the median weekly earnings for full-time employees in April 2023 demonstrated a significant surge, reaching £682, marking a notable 6.2% increase compared to the figure reported in April 2022 (£642). This spike in earnings growth represents the highest recorded rate since the commencement of comparable records in 1997, pointing to a promising trajectory for the UK's workforce.

However, a deeper dive into the ASHE findings reveals a different narrative. While nominal median weekly earnings witnessed a significant boost, the real terms data -  adjusted for inflation using the Consumer Prices Index including owner occupiers' housing costs (CPIH) - presented a contrasting picture. The report disclosed a 1.5% decline in the real terms median weekly earnings for full-time employees in April 2023 compared to the previous year, indicating a potential discrepancy between nominal earnings growth and the impact of inflation on employees' purchasing power. Both full-time and part-time employees experienced a decrease in real earnings over the year, underscoring the challenges posed by inflation on the UK workforce.

Moreover, the report highlighted distinct patterns in earnings growth across different occupational groups. The data showed a substantial uptick in earnings for lower-paying occupations, with caring, leisure and other service occupations experiencing a 9.4% surge and sales and customer service occupations witnessing a 9.2% rise compared to the previous year. Conversely, the associate professional and technical occupations group displayed the smallest increase at 3.2%, indicating a potential need for targeted interventions to address wage disparities across occupational categories.

Furthermore, the ASHE analysis brought attention to the divergence between the private and public sectors in terms of earnings growth. While the private sector exhibited a robust 7.7% annual percentage growth in median weekly earnings for full-time employees, the public sector recorded a comparatively modest 3.7% growth.

Notably, the gender pay gap, a longstanding concern in the UK labour market, demonstrated a gradual but persistent decline over the years. The ASHE report disclosed a 9.1% increase in median weekly earnings for women, outpacing the 6.8% growth observed among men. Despite these gains, the gender pay gap still persists, with women earning £491 per week compared to men's £666, representing a gender pay gap of 7.7% in April 2023. Notably, the analysis pointed to a significant discrepancy in the gender pay gap across different age groups, indicating the need for targeted policies to address this disparity among employees aged 40 years and over versus those aged under 40 years.

The findings from the ASHE report provide critical insights into the complex dynamics of earnings growth and gender pay disparities within the UK labour market. While the record-breaking increase in median weekly earnings offers a promising outlook, the persistence of the gender pay gap and the challenges posed by inflation emphasise the need for continued efforts to promote equitable remuneration and ensure the financial well-being of all employees across various occupational groups and sectors.

In a recent study conducted by Business technology solutions provider Brother UK, it has become abundantly clear that the meeting culture in UK offices is in need of a revamp. The research - based on a survey of 2,000 office workers - highlighted a growing concern among employees regarding the excessive time wasted in meetings, leading to decreased productivity and frustration.

The findings reveal that a staggering 55% of the surveyed office workers believe they spend too much time in meetings. Even more concerning is the fact that 57% of respondents claimed they only attend one useful meeting per week. These statistics raise questions about the efficiency and purpose of the meetings that take up a significant part of the workday.

It's clear that a significant portion of office workers yearn for shorter meetings. A resounding 81% of respondents believe that shorter calls and catch-ups could achieve the same outcomes, providing them with more time to focus on their actual responsibilities. This desire for brevity highlights a growing consensus among employees that time could be better spent elsewhere.

The study uncovered several common complaints among office workers regarding what hinders productive meetings. The most significant grievances include excessive waffling (59%), too much small talk (48%), latecomers (31%) and individuals not paying attention (31%). Additionally, more than a third (43%) of respondents suspect that their colleagues often attempt to multitask and complete other work during meetings, further undermining their effectiveness.

Brother UK's research also exposed a significant issue with meeting facilitation. Over half of respondents (53%) stated that they regularly attend unengaging and poorly structured meetings. This issue becomes even more pronounced among remote workers, with a staggering 67% expressing their dissatisfaction with the quality of virtual meetings. It is evident that the manner in which meetings are organised and conducted plays a vital role in their effectiveness.

The survey participants also provided insights into the conditions that make meetings more productive. Morning, in-person meetings with strict agendas and action notes were deemed the most effective. This preference for face-to-face meetings was expressed by two-thirds of the respondents (67%), who believed that they are more productive than virtual meetings. This sentiment held true even among staff working remotely, with 57% favouring in-person interactions.

According to the research, timekeeping is of paramount importance to 88% of respondents in holding a productive meeting. Following closely behind is adhering to a strict agenda (78%), circulating action notes (74%), putting away laptops and phones during in-person meetings (73%), and keeping cameras on during virtual meetings (61%). These findings emphasise the significance of structure, discipline and active participation in making meetings worthwhile.

The consequences of drawn-out, unproductive meetings extend beyond wasted time. A significant number of the respondents admitted to feeling frustrated (54%), demotivated (27%), and even thinking less of their colleagues (25%) when meetings overrun or fail to serve their intended purpose. This highlights the importance of addressing the issues in the current meeting culture to maintain a positive and productive work environment.

Phil Jones MBE - Managing Director at Brother UK - stated:

“It’s clear that the UK’s meeting culture still heavily contributes to workplace productivity. Bringing people together will always be an important part of culture, problem-solving, building relationships, and developing new customers. Many meetings could be shorter and provide people with more free time to focus on delivery.”

He added:

“There is still work to do to right the UK’s meeting culture, even in our own business. Greater consideration on time, place, and how to better facilitate calls and catchups will help nurture more productive meetings, more often.”

In collaboration with the Reward and Employee Benefits Association (REBA), Bupa conducted a comprehensive report to gain deeper insights into the lives and experiences of disabled employees, those with long-term or chronic illnesses and individuals with impairments or conditions in the workplace.

The "Disability in the Workplace 2023" report surveyed over 300 employed individuals who identified as belonging to one of these groups. The findings shed light on the challenges they face and the changes required in workplaces to create a more inclusive environment.

The report gathered data in two ways: a survey conducted in June 2023 and a series of virtual round tables and interviews with HR, reward and benefits directors from various sectors.

Survey Results:

Demographics: Of the 580 individuals surveyed, 303 identified as disabled, having a long-term or chronic illness, or having an impairment or condition. For comparison, 277 employees who did not belong to these groups were also surveyed.

Career Progression: Over half (51%) of the respondents from the target groups believed that their disability or health condition served as a barrier to advancing in their careers.

Employer Support: A significant minority (34%) felt that their employers could do more to support them in the workplace.

Willingness to Share: An encouraging 65% of disabled employees expressed their willingness to openly discuss their experiences to help employers better understand their needs.

Flexibility Matters: The top benefit sought by disabled workers to succeed at work was greater flexibility. This included the ability to work remotely, take longer breaks, attend medical appointments, or customise their roles. Alarmingly, fewer than one in five (18%) disabled employees currently have access to flexible working arrangements.

Desired Employee Benefits: The top five benefits desired by disabled employees included income protection (50%), support with everyday health costs (43%), paid counselling or mental health support (43%), a payment if diagnosed with a critical illness (38%) and flexibility in job design (38%).

Key Findings and Implications:

The "Disability in the Workplace 2023" report reveals critical insights that businesses must heed to create more inclusive and supportive workplaces:

Inclusive Culture: A significant portion of disabled employees feel that their disability is a barrier to career progression. This underscores the importance of businesses fostering inclusive cultures where employees feel empowered and supported.

Communication and Engagement: Employees are willing to share their experiences, indicating a desire for open dialogue and communication. Businesses should actively engage with their workforce to better understand their unique needs.

Flexibility is Paramount: Greater flexibility in work arrangements is a top priority for disabled employees. Businesses should explore flexible working options to accommodate medical appointments and diverse work needs.

Desired Employee Benefits: The top five desired benefits highlight the importance of financial security and support for everyday health and mental well-being. Businesses should consider offering these benefits to help their employees live healthier and happier lives.

Career Barriers: It is essential to recognise that disabled employees perceive their conditions as more significant barriers to career development compared to those with long-term or chronic illnesses. This distinction emphasises the need for tailored support and accommodations.

The "Disability in the Workplace 2023" report - a collaborative effort between Bupa and REBA - illuminates the challenges faced by disabled employees, individuals with long-term or chronic illnesses, impairments, or conditions. It highlights the need to create a more inclusive and supportive work environment where employees can thrive and progress in their careers. Greater flexibility, open communication and tailored employee benefits are essential steps in making the workplace better for all, regardless of their abilities or health conditions. Businesses that act on these findings will not only benefit their employees but also foster a more diverse and inclusive workforce.

In a bid to address concerns surrounding the UK's pension system, a groundbreaking charter entitled "Building a Consensus for Better Pensions" has been endorsed by prominent organisations, calling for substantial reforms and improvements to ensure the creation of a fair and affordable pension system.

Spearheaded by the Pensions and Lifetime Savings Association (PLSA), the charter seeks to unite political parties, encouraging them to commit to comprehensive pension reform in their upcoming general election manifestos. This ambitious initiative is driven by the belief that everyone in the UK deserves a secure and comfortable retirement.

The charter outlines several critical objectives to revolutionise the UK's retirement savings system. First and foremost, it advocates for the establishment of clear and attainable goals for the country's pension landscape. These objectives encompass state pensions, workplace pensions and personal pensions, with the overarching aim of ensuring that they are not just adequate but also fair and affordable for all citizens.

One of the charter's pivotal propositions is the call for a universal state pension designed to safeguard individuals from poverty, thereby ensuring that basic needs are met in retirement. This move is deemed essential as the state pension plays a vital role in the financial well-being of a significant portion of the population.

Moreover, the charter places emphasis on broadening the scope of retirement savings to encompass traditionally underserved groups. This includes the self-employed, gig economy workers, individuals holding multiple jobs, low earners, women and ethnic minority groups. By addressing the specific challenges faced by these demographics, the charter aims to make pensions more inclusive and accessible.

The charter has garnered support from a diverse group of signatories, including Age UK, the Association of British Insurers (ABI), the Chartered Institute of Personnel and Development (CIPD) and others. These organisations share a common vision of achieving a pension system that caters to the unique needs and aspirations of the UK's population.

Robert Yuille - the ABI's Assistant Director and Head of Long-Term Savings - emphasised the importance of establishing a long-term strategy rooted in consensus. He believes that the Better Pensions Charter provides a blueprint to secure a high standard of living for all in their retirement years.

Nigel Peaple - Director of Policy & Advocacy at the PLSA - reiterated the urgency of reforming the UK's pension system. While acknowledging the progress made over the past two decades, he stressed that a considerable portion of the population is still far from attaining a satisfactory retirement income.

Despite recent extensions to auto-enrollment, the charter's supporters argue that more changes are required to meet the evolving needs of pension savers. With the impending general election on the horizon, these organisations are rallying political parties to commit to vital reforms, echoing the call for comprehensive change laid out in the charter.

In the face of economic uncertainty and the challenges posed by the cost of living crisis, protecting the value of the state pension becomes paramount. The charter's vision includes ensuring that this pension remains robust and reliable even during periods of economic turbulence.

Job hunting is often a challenging and time-consuming endeavour, with many obstacles to overcome. But the latest revelation about 'ghost jobs' in the United Kingdom has added a new layer of complexity to this already arduous process.

According to a comprehensive study conducted by StandOut CV - a prominent career and CV expert firm - a staggering 34.4 percent of job advertisements listed online have been identified as 'ghost jobs,' a deceptive practice that leaves job seekers disheartened and frustrated.

Ghost jobs are a disingenuous recruitment practice in which companies create fake job openings for their own benefit. These openings may either never have existed or have already been filled, but the companies leave them posted on job boards to build a pool of candidates for future hiring or to create the illusion of company growth. Unfortunately, this practice means that job seekers often waste valuable time and effort applying for jobs that don't lead to real interviews.

StandOut CV's analysis - led by Director Andrew Fennell - scrutinised a substantial 91,318 job listings across the 30 largest cities, towns and boroughs in the UK. The research focused on the number of jobs posted and those that remained 'live' but had been advertised for '30+ days,' indicating a high probability of being a ghost job. The data, gathered on 19th May 2023, and re-evaluated on 27th June 2023, revealed that over a third of job listings in the UK fell under the 'ghost job' category, highlighting a persistent issue within the job market.

The study also unveiled geographic variations in the prevalence of ghost jobs. The London borough of Islington emerged as the worst area for ghost jobs, with a staggering 26.1 percent of job listings found to be fraudulent. Southend-On-Sea followed closely behind with 23.7 percent of job listings being ghost jobs.

Interestingly, larger cities had a much lower ghost job rate, with London, Edinburgh, and Bristol having some of the lowest percentages of ghost jobs, likely due to a busier job market where jobs are filled faster and better recruiter administration in removing filled job listings.

Certain professions are also more susceptible to encountering ghost job listings than others. Veterinary nurses topped the list as the most likely victims of this deceptive practice, with a startling 59.1 percent of job listings in this sector found to be ghost jobs. Software engineers followed closely behind, with 46.5 percent of job listings in their field identified as fake.

But what drives this concerning trend? Unfortunately, there is no law against ghost job adverts in the UK, but it would not reflect well on a company if they were found to be using them. A 2022 survey found that 50 percent of managers admitted to using ghost job ads to attract more candidates for future job openings, while 43 percent used them to create the illusion of company growth when it wasn't the case. While this practice may benefit recruiters in the short term, it leaves job seekers frustrated and their time and effort wasted on non-existent job opportunities.

New research has uncovered a concerning reality – money worries are taking a significant toll on full-time workers, affecting both their professional lives and personal well-being. According to a study conducted by The Reward & Employee Benefits Association (REBA) in association with WEALTH at work, the financial concerns of employees are having a detrimental impact.

The study revealed that a substantial percentage of full-time employees are grappling with the adverse consequences of money worries. About 23% of respondents admitted to struggling to concentrate at work due to financial concerns, while 15% reported a decrease in their overall productivity. Perhaps even more concerning is the fact that 16% of respondents incurred debts for the first time in their professional lives this year, excluding mortgage debt.

These financial worries extend beyond the workplace and have a ripple effect on home life. A significant portion of employees admitted to losing sleep (28%), feeling embarrassed (26%), arguing with family and friends (18%), and even breaking down in tears (18%) due to financial concerns. These findings underscore the need for immediate attention to the financial well-being of employees, both at work and in their personal lives.

The research from REBA and WEALTH at work highlights a growing recognition among employers of the importance of addressing poor financial literacy as a key financial wellbeing risk. In 2023, 63% of employers acknowledge this, compared to 58% in 2022.

Furthermore, the survey emphasises that employers anticipate ongoing financial pressures, including high childcare costs (64%), rental costs (66%), high consumer inflation (75%), and energy prices (77%), all of which pose a risk to the financial well-being of their staff. However, it is worth noting that energy costs and consumer inflation are slightly less concerning than in the previous year.

While the research paints a stark picture of the financial struggles faced by employees, there is a glimmer of hope in the form of evolving employer responses. Employers are increasingly aware of the need to support their employees' financial well-being. In fact, 53% of employers intend to increase their financial wellbeing spending in the next year, and 44% plan to focus on addressing financial distress in the workplace over the next two years.

One noteworthy aspect is the growth in the number of employers offering independent financial education, guidance and advice. This support is set to almost double, indicating a shift toward more comprehensive assistance for employees. These initiatives are driven by the understanding that financial well-being is integral to improving broader employee well-being and achieving HR objectives like recruitment and retention.

The study also highlights the increasing importance of an aging workforce in shaping financial wellbeing strategies. Approximately 29% of employers expect an aging workforce to drive their financial wellbeing strategy over the next two years. Additionally, 44% of employers plan to provide targeted support for employees over the age of 55, particularly in terms of pre-retirement planning.

The research suggests growing support for savings products among employers, with a focus on pay-as-you-earn saving schemes, employee share plans, tax-free saving wrappers, and long-term incentive plans. Wage advance schemes are also becoming more popular, with 37% of employers planning to offer them in the near future. The number of employers offering financial education, guidance and advice is set to see a substantial increase, indicating a commitment to enhancing employees' financial literacy.

The research by REBA and WEALTH at work underscores the pressing need for employers to address the financial well-being of their workforce as money worries are not only impact employees' productivity but can also cause emotional and personal distress. Therefore employers should recognise the link between financial well-being and overall employee well-being and take strategic steps to support their staff.

New research by Prospects at Jisc - based on responses from 2,000 graduates - has shed light on the challenges faced by recent graduates in the UK job market. The survey, conducted between 7th February and 9th March 2023, inquired about their preparedness for work and whether they perceived any disadvantages during job applications.

The findings reveal that a significant number of graduates, particularly those from ethnic minority backgrounds, women and those with non-university-educated parents, feel that factors such as their ethnicity, gender, or social class have hindered their job prospects.

The research exposed substantial disparities in the way graduates from different ethnic backgrounds perceive their opportunities in the job market. Notably, 43% of ethnic minority graduates felt they were disadvantaged in the job application process, compared to just 8% of white graduates. African, Caribbean, or Black British respondents (51%) and Asian or Asian British respondents (49%) were most likely to express this sentiment. The data underscores that ethnicity plays a significant role in shaping a graduate's perception of their employment prospects.

The research also highlighted gender disparities in the job market. Female graduates were more than twice as likely (10%) than their male counterparts (4%) to report feeling disadvantaged due to their gender during the job application process. Additionally, female graduates expressed greater unpreparedness for work (32%) compared to male graduates (25%). These findings emphasise that gender biases continue to persist, impacting women's confidence and opportunities in the job market.

Furthermore, the study revealed that social class remains a substantial barrier to success in the job market. A fifth of graduates believed they were set back in their job applications due to their social class. Respondents whose parents didn't attend university were more likely to express this feeling (24%) than those with university-educated parents (15%). The data underscores that social class backgrounds continue to influence employment opportunities and perceptions.

The research also addressed the experiences of graduates with disabilities, health conditions and neurodivergent conditions. While 13% of respondents with disabilities or health conditions and 14% of neurodivergent individuals felt disadvantaged during job applications, fewer reports surfaced regarding hindrances based on sexual orientation (5%). Moreover, respondents with disabilities (42%) and neurodivergent graduates (36%) were more likely to feel unprepared for work compared to their counterparts without these conditions. These findings underscore the importance of creating an inclusive and supportive environment for individuals with disabilities and neurodiverse conditions in the job market.

Chris Rea, a graduate careers expert at Prospects for Jisc, summarised the implications of this research:

"It's clear that many graduates feel the jobs market is stacked against them, and this could negatively affect their motivation to apply for jobs as well as the type of roles they go for. While students may not think the job application process is fair, that doesn’t necessarily mean it isn’t. Employers need to hire more diverse candidates, and many are aware the impact the hiring process can have. These findings show how important it is to review application processes to ensure that they are transparent and accessible to all.”

A new report from GoodShape - the enterprise health management platform - has shed light on the significant impact of long-term illness on the UK workforce.

Between July 2022 and August 2023, long-term illness cost UK employers a staggering £21 billion, resulting in the loss of 147 million working days. This equates to every employee in the UK losing an average of 4.5 working days per year. The repercussions of long-term illness are a significant contributor to the UK's workforce productivity problem, accounting for over half of the £41.8 billion lost over the past twelve months.

GoodShape defines long-term sickness as an absence lasting 20 working days or more. Alarming trends have emerged in the last year, with the average length of time off increasing from 59 to 62 days. While long-term sickness accounts for only 5% of total absence cases, its impact is disproportionately significant, amounting to over 50% of all working time lost due to ill health.

The top reasons for long-term absences are:

Mental Health: Mental health-related absences accounted for a staggering 48 million lost working days, costing employers an estimated £6.9 billion.

Musculoskeletal Issues: Musculoskeletal -related absences resulted in 29.9 million lost working days, with an estimated cost of £4.3 billion.

Surgery: Absences due to surgery totalled 15.1 million lost working days, with an estimated cost of £2.1 billion.

As mental health conditions alone cost UK companies an enormous £6.9 billion in working days lost to long-term illness in the year to August, this nearly equals the combined cost of all long-term absences due to musculoskeletal problems, surgery, and cancer, which amounted to £7.6 billion.

When comparing the data for July 2022 - August 2023 with the previous 12 months, some sectors have witnessed alarming increases in the duration of long-term sickness:

Retail: The average duration of long-term absence in retail is 64.8 days, reflecting a 21% year-on-year increase.

Professional Services: In the professional services sector - which includes consulting and accounting - the average duration of long-term sickness is 68.6 days, marking a 17% year-on-year increase.

Government: The government sector reports an average duration of long-term sickness at 65 days, with a 7% year-on-year increase.

Healthcare: Healthcare also saw an increase, with an average duration of long-term sickness at 58.5 days, marking a 3% year-on-year increase.

Organisations are keenly aware of the issue, investing £1.5 billion annually in health and wellbeing services such as occupational health, mental health and musculoskeletal health. Additionally, nearly £7 billion is spent on medical and protection insurance. Despite these investments, the economic toll of long-term sickness remains substantial and has become a significant economic challenge, costing UK employers billions, contributing to job shortages, rising inflation and increased benefit claims.

In response to the escalating issue the government has initiated measures aimed at encouraging individuals back into the workforce and reducing the burden on the welfare system. Changes to sick notes issued by doctors and consultations into occupational health are part of these efforts.