Data from absence management platform e-days, reveals that, when comparing pre-pandemic levels in March 2019 to March 2021, the number of stress sickness days recorded has increased by 113%.

Additionally, the average number of people taking stress-related leave has increased by 74% when comparing Q1 2021 to Q1 2019. The number of people taking stress-related leave in 2020 and 2021 has remained the same, but the increase in days taken demonstrates that stress is taking longer to recover from and must be taken more seriously by employers.

This news comes at the start of National Stress Awareness Month, when the country comes together to raise awareness of the modern stress epidemic.

e-days polled UK employees and found that an additional 58% of the UK workforce is feeling exhausted rather than excited as the summer approaches. Additionally, when asked to choose between an additional day off every year or £200 cash from their employer, almost two-thirds (62%) of the UK workforce opted for ‘me time’ over money. This response suggests an increasingly stressed workforce and further reinforces the importance of suitable workplace wellbeing support. So, whilst usual financial incentives may not be a viable option at the moment, businesses should be tracking leave and absence among employees to encourage wellbeing and workplace satisfaction over the coming summer months.

Steve Arnold, the Co-Founder of e-days, commented:

“With the majority of the UK workforce feeling exhausted and needing time out as we approach what is hopefully the light at the end of the tunnel, it’s vital that employers recognise the importance of a well-supported workforce. No business can afford to ignore the doubling of stress-related leave in such a short period of time – this affects us all. However, the financial incentive is not the be-all-and-end-all of workplace benefits: the key to a motivated workforce is an employer that understands just how much absence matters.”

There are six key factors which, if not properly managed, are associated with poor health, lower productivity and increased accident and sickness absence rates.
The six key factors are:

• Demands: workload, work patterns and the work environment
• Control: how much say the person has in the way they do their work
• Support: encouragement, sponsorship and resources available to workers
• Relationships: promoting positive working to avoid conflict and dealing with unacceptable behaviour
• Role: whether people understand their role within the organisation and whether the organisation ensures that they do not have conflicting roles
• Change: how change (large or small) is managed and communicated.

Rob Vondy, Head of Stress and Mental Health Policy at HSE, says:

“It’s well known that stress can make you ill. We know that work-related stress, depression and anxiety has increased in recent years, and the last year has presented new challenges that have never been faced before, and which may affect the workplaces of the UK for some time to come.

“Good communication is vital as stress affects people differently – what stresses one person may not affect another. If you don’t understand the problem or its extent, tackling it will be more difficult. Factors like skills and experience, age or disability may all affect whether an employee can cope. People feel stress when they can’t cope with the pressures or demands put on them, either in work or other outside issues. Start talking to your colleagues about any issues now – the earlier a problem is tackled the less impact it will have.

“Employers should match demands to employees’ skills and knowledge. Recognising the signs of stress will help employers to take steps to prevent, reduce and manage stress in the workplace. Healthy and safe work and workplaces are good for business and good for workers.”