Infographic description: Key trends driving workplace absence in 2026 in the UK
Challenges with rising costs of absence and disability
- 52% of organisations report facing challenges due to increasing costs associated with absence
- 26% say they are facing rising costs due to disability
Absence and disability-related expenses are becoming major financial pressures.
Top issues employers are looking to address
| Mental health issues | 83% |
| Minor illness | 47% |
| Workplace stress | 43% |
| Musculoskeletal (MSK) issues | 40% |
| Chronic conditions | 34% |
| Family care issues | 24% |
| Injuries at work | 1% |
Mental health is the top issue employers are looking to address.
Employers are looking to better integrate absence with wider HR strategy
Actions to review the following:
| Action taken | Planning or considering | |
|---|---|---|
| Absence policies and processes | 53% | 40% |
| Wider leave policies | 40% | 43% |
| Integration of absence strategy with sick pay, benefits and wellbeing strategy | 28% | 57% |
| Operational processes, roles and responsibilities | 25% | 42% |
| Disability insurance cover | 13% | 35% |
UK employers are rethinking their absence management strategies with a clear shift toward a more integrated approach
Actions to manage provider relationships
| Action taken | Planning or considering | |
|---|---|---|
| Review provider performance | 29% | 46% |
| Renegotiate terms or switch to better value providers | 20% | 55% |
| Review service capabilities | 20% | 54% |
| Assess employee views on provider services | 13% | 42% |
| Add performance standards as part of contracts | 7% | 32% |
Many employers are taking steps to bring costs down by taking a more active approach to managing their provider relationships.
Actions on occupational health management
| Risk Management | Action Taken | Planning or considering |
|---|---|---|
| Health and safety and risk assessments | 80% | 8% |
| Pre-employment employee questionnaire | 58% | 10% |
| Offer health risk screenings or assessments | 50% | 22% |
| Case Management | Action Taken | Planning or considering |
|---|---|---|
| Return to work assessments | 83% | 13% |
| Counselling support during illness or disability | 78% | 15% |
| Use condition specific care pathways | 43% | 35% |
| Specialist case managers | 26% | 14% |
Employers are looking to reduce spend by directing support for high cost cases through defined care pathways.
Utilising analytics to improve absence management
| Actions taken | Planning or considering | |
|---|---|---|
| Identify workforce segments at higher risk | 40% | 48% |
| Enhance reporting on claims | 14% | 51% |
| Forecast future cost and risks | 9% | 56% |
Stronger insights into absences drivers help employers take smarter, more effective action.
Top 3 priorities for the next 2 years
- 60% Enhance manager effectiveness
- 46% Enhance wellbeing and prevention
- 35% Analyse trends in absence rates and claims
Effective absence management relies on robust organisational policies and managers who are confident and capable in applying them. Increasingly, employers are investing in training and support to boost effectiveness.
Next steps for employers
- Audit your current absence processes: Review policies, sick pay arrangements and communication strategies
- Engage in an absence strategy workshop: Identify gaps and refine internal pathways to align benefits and best practices
- Leverage data and maximise vendor relationships : Monitor provider metrics, renegotiate terms and explore condition-specific pathways
Source: Absence Management Survey 2026, United Kingdom
About the survey: Our Absence Management Survey 2026 took place in the Netherlands, Spain and the UK, between September and November 2025. 141 employers responded in the UK, with representation from a broad cross section of industries and size of organisation.
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