LONDON, January 28, 2026 – Employee absence is becoming an increasingly significant challenge for UK employers, according to the latest Absence Management Survey by WTW (NASDAQ: WTW). More than half of organisations (55%) report experiencing difficulties due to the rising costs associated with absence or disability.
Mental health continues to be the leading cause of concern for employers when it comes to employee absence. However, musculoskeletal and other chronic conditions are growing in importance, with 63% of organisations identifying them as a key issue in 2025, up from 51% in 2023. Reflecting this trend, more than half of employers (55%) report an increase in long-term absence and disability.
In response, organisations are seeking to better align absence management with their broader HR strategies. More than half (57%) plan to integrate absence management more closely with pay, benefits and wellbeing over the next two years, while almost half (46%) will prioritise enhancing wellbeing support.
With absence-related expenses continuing to rise, many employers are also focusing on managing costs more effectively. Over half (55%) plan to renegotiate terms or switch to better-value benefit providers, while 51% intend to enhance claims reporting by analysing trends as a key step in improving absence management. The use of condition-specific care pathways is also expected to increase.
Charlotte Steventon-Kiy, Absence Management Lead, said: “The rising number of days lost to absence and long-term ill-health is increasing cost pressures and operational challenges for employers. Many are facing significant barriers, including inconsistent policy implementation and ineffective programmes.”
“To reduce absence rates, control costs and build a healthier, more productive workforce, absence management in the UK needs to shift from a reactive process to a proactive, strategic function.”
Charlotte Steventon-Kiy | Absence Management Lead
“To reduce absence rates, control costs and build a healthier, more productive workforce, absence management in the UK needs to shift from a reactive process to a proactive, strategic function. This means building more resilient capabilities while placing greater emphasis on prevention and employee wellbeing.”
Employers are also prioritising improvements to the delivery of absence management. The top focus area is enhancing manager capability, with 59% planning targeted training on specific absence-related issues. Other priorities include improving employee understanding of absence policies through clearer communication (50%) and enhanced navigation tools (45%).
Organisations that are leading the way in managing absence are placing a particularly strong emphasis on wellbeing. These employers have moved beyond foundational activities such as reviewing policies and streamlining administration, and are increasingly adopting more value-added approaches.
Gaby Joyner, Head of Employee Experience, Europe, said: “By investing in wellbeing and the overall employee experience, organisations aim to reduce both the incidence and severity of absence and disability. Programmes include mental health initiatives such as resilience training or on-site counselling, ergonomics interventions, and broader wellness campaigns focused on exercise and healthy lifestyles.”
A total of 141 UK employers participated in the 2026 Absence Management Survey, conducted between September and November 2025.
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