Mental health is becoming an increasingly common reason for sickness absence in the workplace.

A recent YouGov survey, commissioned by Acas, found that almost one in three employers report stress, anxiety, depression or other mental health challenges as a cause of employee absence.

The most common reason for absence remains minor illnesses such as coughs, colds and flu. However, the prominence of mental health highlights a broader shift in the challenges employers are facing.

The Employment Rights Act 2025 brings new rules into effect from 6 April 2026, making workers eligible for statutory sick pay for their first day of illness rather than the fourth day. Workers also no longer need to earn more than a minimum amount to be eligible. 

Managing sickness absence

Acas has outlined several practical steps employers can take to better manage, and potentially reduce sickness absence.

1. Support through line managers
Providing training for managers can help them better support employees during periods of illness, particularly where mental health is a factor.

2. Flexible working
Offering flexibility can contribute to a healthier working environment and help employees manage both personal and professional pressures.

3. Address workplace issues early
Having clear processes in place to resolve workplace concerns can reduce the risk of issues escalating into absence.

4. Clear absence policies
Accessible and well-communicated policies ensure employees understand what is expected if they need time off, creating consistency and clarity across the business.

Mental health support should be a key consideration for businesses and with the changes now in effect, it’s a good time for employers to review policies, process and overall approach to ensure they are supporting heir people while maintaining clarity and consistency.