Rise in Long-Term Sickness Causes More People to Leave Workforce

A new report shows that more people are leaving their jobs due to long-term sickness, reaching the highest level since the 1990s.

Report Findings

The Resolution Foundation found that the number of adults not working because of illness went from 2.1 million in July 2019 to 2.8 million in October 2023. This is the longest increase since 1994-1998.

The highest proportions of those out-of-work due to illness are found at the younger and older ends of the age spectrum, according to the Foundation. "Younger and older people together account for nine-tenths of the rise in overall economic inactivity, which could have serious effects on individuals' living standards and career paths," said Louise Murphy, senior economist at the Foundation.

The Foundation also looked at Department of Work and Pension (DWP) figures, showing more people are claiming disability benefits. Claims for personal independence payment (PIP), a benefit for those with health issues, rose 68% from 2020 to 2024. Among 16-17-year-olds, new claims went up by 138%.

What impact does this have on employment law?

The rise in long-term sickness impacting the UK workforce has significant implications for employment law. It is likely to affect the following areas:

The rise in long-term sickness impacting the UK workforce has significant implications for employment law. Here are the key areas affected:

1. Reasonable Adjustments and Disability Discrimination

Under the Equality Act 2010, employers must make reasonable adjustments for employees with disabilities, including those with long-term health conditions. With more employees potentially qualifying as disabled, employers must:

• Adjust work hours or duties

• Provide special equipment

• Change the workplace environment

• Offer flexible working arrangements

Failing to make these adjustments could result in claims of disability discrimination.

2. Sick Pay and Leave Entitlements

The increase in long-term sickness may prompt changes in sick pay policies:

• Statutory Sick Pay (SSP): The government may need to increase SSP rates or extend the duration.

• Occupational Sick Pay: Employers may need to offer more competitive and fair sick pay to support employees during long-term illnesses.

3. Employee Wellbeing and Mental Health

With mental health issues being a major cause of long-term sickness, employment laws might evolve to include:

• Mandatory mental health training for managers

• Legal requirements for mental health support in the workplace

• Enhanced mental health leave provisions

4. Absence Management and Dismissals

Employers need clear policies for managing long-term sickness absences, including:

• Regular reviews and documentation of absences

• Return-to-work interviews

• Considering alternative roles or adjustments before dismissal

Employers must ensure that any dismissal due to long-term sickness follows proper procedures to avoid unfair dismissal claims.

5. Flexible Working and Remote Work

The trend of increasing long-term sickness may lead to reforms making flexible working arrangements more accessible:

• Strengthening employees' rights to request flexible working

• Reducing response times for employers to address flexible working requests

• Providing more robust legal protections for remote working arrangements

6. Health and Safety Regulations

Employers may need to enhance workplace health and safety measures to support employees with long-term health conditions, such as:

• Improved workplace ergonomics

• Enhanced air quality

• Programs to reduce workplace stress and support overall wellness

Conclusion

In consideration of the factors listed above, employers will do well to maintain a high degree of flexibility to adjust to the ever-changing UK workforce.

Disclaimer: This article provides general information and shouldn't be considered legal advice.

If you are an employer seeking employment law advice on how to adapt to some of these changes, get in touch with us today. Call Magara Law on 01869 325 883 or email roy@magaralaw.co.uk.