This week I read an interesting article in the Times. Long term sick leave is apparently a big problem in the UK. Liz Kendall, the work and pensions secretary has appointed Sir Charlie Mayfield (ex chairman of John Lewis) to come up with a plan to stop workers leaving their jobs because of poor health. Statistics show that there are 2.8 million people inactive due to ill health (up from 2.1 million pre pandemic).
There was no mention in the article of the breakdown of medical issues causing so many sicknotes. I'm not sure if this is ever reported. Instead, the article focused on poor mental health being a big driver for employees seeking a sick note and in particular, the impact of a 'horrible boss' causing poor mental health and from there the employee heading to their GP for a sick-note. The article didn't give indicate what the age range of the absentees was but the way in which it was written implied that Gen Z were largely responsible and these individuals were unable to take criticism in the workplace without immediately reporting it and citing the criticism as affecting their mental health negatively.
Where to start?!
Most big businesses do have proper procedures in place to handle employee absence. Large Corporates will have processes in place and HR teams and advisors who will manage statutory sick pay and keep in touch with absentees - with the goal of the employee returning to their role healthy and well. It's a bit more blurred when it comes to independent businesses without a solid HR structure. Of course, any Owner/Manager will invest in employees and will not want an employee to be absent indefinitely. But perhaps more-so when it is a mental health rather than a physical health issue, the conversations between boss and employee are not always constructive and things can quickly become very heated. The person on sick leave then becomes alienated and often does not return to the business. It's easier to appreciate that someone on sick leave due to a burst appendix or who is receiving treatment for a longer term illness will gain more understanding from an employer - hopefully there is a clear outcome for when someone is 'better' and able to return to work. How one assesses if an employee's 'mental health' problem is cured is not so easy.
I'm not sure why the article focused so much on horrible bosses. When I'm talking to candidates who are looking for a new role, there are usually a variety of reasons. And whilst occasionally that reason is because of a disagreement with a boss or just not liking or respecting a boss, I think most individuals would acknowledge that being a Manager is a tricky business and often Managers do have to ask employees to do tasks they don't want to do or they will pick up on work that is not completed to the expected high standard. No-one likes to be 'told off' and whilst I'd hope that employers would give feedback constructively and in a professional manner, that's not always the case. But I'd also hope that employees would take a mature approach and acknowledge if the boss has been 'fair'.
As with just about everything in life, this whole topic reflects the importance of strong communication skills. Also, the importance of recognising a problem and heading it off before it gets to the point of a sick-note. It's the responsibility of an employer to ensure that any employee who is struggling in a role has the opportunity to discuss this and to put in place systems that will rectify any issues. Whether that's lessening the work-load, reassigning projects internally or giving more training to the employee. It's also the responsibility of the employee to be honest if things are too much or they are reaching burn-out. If an employee is scared to be honest because an employer is not sympathetic to their situation, they're more likely to either seek a new role completely with a new employer or to seek a sick note.
Again, I don't know the statistics but whilst things have improved with regards to acknowledging mental health in this country, there are still those who will judge people negatively. Employers need to ensure that if they are aware employees have a history of anxiety or depression, they will be potentially more susceptible to problems if they are under too much pressure or do not have sufficient support. In the same way that we are seeing employers change their behaviour towards neurodiverse individuals, managers and business leaders will ensure that the workplace and role responsibilities play to their employee's strengths. A happy employee is one who is looked after, receives feedback regularly and who is rewarded for successful outcomes.
I don't know many people who run to the GP at the first sign of any workplace stress. After all, most of us acknowledge that work can be stressful for a host of reasons (often not anything to do with the job itself but due to family or personal issues). It's how we manage any stress and ensure that it is not permanently ongoing - otherwise we do hit burnout.
We're all going to be working into our Seventies. We get one shot at life, it's important to ensure that we're doing a job that we enjoy, that fulfils us, that pays the bills, that allows us some work-life balance. Most of us would recognise that if the job 'isn't right' on any level, to take a pragmatic approach to see if changes can be made and if not, perhaps to strike out and see if there are alternative roles out there that will create the right balance and allow us to enjoy our life to the full. Our job plays a strong role in determining our self esteem, gives us purpose and the financial reward allows us to enjoy a good quality of life. Sitting at home with an indefinite leave of absence watching daytime TV? I don't think that's a choice many people would make intentionally and if a person has genuine mental health issues, staying at home alone is quite possibly not the right environment to be in.
Perhaps another of my rambling blogs but the bottom line, as ever, is if you're not happy in your role - for whatever reason....give me a call. Objective advice. Always.
Written by Fiona 28/07/2025.
A civilized society functions through a combination of established governance, cultural norms, and a commitment to justice and fairness. It relies on institutions that protect individual rights, promote social cohesion, and provide essential services like healthcare, education, and infrastructure. Additionally, a civilized society encourages cooperation, empathy, and a shared understanding of societal values, while also allowing for diverse perspectives and the peaceful resolution of conflicts