As autumn brings colds, coughs, and flu, UK workers face increased pressure to work while unwell, a practice known as presenteeism. According to a Deloitte study, presenteeism costs UK employers approximately £24 billion annually due to reduced productivity, prolonged illnesses, and diminished employee capacity. With flu season approaching, public health expert Brenig Moore from workplace training provider Astutis has issued an urgent call for employers to address this issue to protect both staff and business performance.
“Too many employees still feel pressured to push through illnesses, whether that’s a generic winter cold or something more serious,” Moore said. “The problem is that presenteeism isn’t just harming the individual; employers are also paying far more than if the employee were to take a few days off to rest and recover. Changing the culture around sick leave is still one of the simplest tasks an employer can do, yet one of the most effective.”
The Centre for Mental Health estimates that presenteeism accounts for 1.5 times the cost of absenteeism in the UK, exacerbating workplace stress and burnout. A 2023 report from the Chartered Institute of Personnel and Development (CIPD) found that 76% of UK employees worked while unwell at least once in the past year, with many citing workplace pressure or fear of judgement as key factors. This trend not only impacts individual health but also contributes to the spread of illness in office settings, further affecting productivity.
5 Actions employers must take to combat presenteeism
- Review sick leave policies. Ensure absence policies are supportive and clearly communicated. Employees, including remote workers, should feel empowered to take short-term sick leave without guilt. Moore noted, “It’s also important to remind people who work from home that just because they’re at home, not infecting the rest of the office, doesn’t mean that they aren’t entitled to a few days’ rest to ensure that they come back fighting fit.”
- Lead by example. Senior staff should model healthy behaviour by taking time off when unwell. This encourages junior employees to follow suit without fear of repercussions. A 2024 CIPD survey highlighted that 62% of employees felt more comfortable taking sick leave when managers openly supported it.
- Encourage open conversations about mental health. Training managers to spot early signs of stress, anxiety, and burnout can prevent escalation. Moore advised, “There are many mental health training resources available online, and it’s worth sharing a few of these with employees, and reminding them that leaders are there to help with workload and stress.”
- Small cultural shifts. Promote rest and screen breaks, encourage lunch breaks away from desks, and enforce digital switch-off policies after hours. Moore emphasized, “All of these can make huge differences to someone’s work life.” A 2025 UK Health and Safety Executive report noted that regular breaks reduce workplace stress by 20%.
- Invest in workplace wellbeing programmes. Mental health first aid training and employee assistance programmes reduce stigma and demonstrate commitment to staff wellbeing. Moore added, “If your HR professional has had mental health training, then they could give this to other employees, too. It doesn’t all have to be external and paid-for, but sharing knowledge in a group situation.”
Addressing presenteeism aligns with broader efforts to improve workplace mental health and productivity. The UK government’s 2025 workplace health initiative encourages businesses to prioritize employee wellebeing to reduce economic losses. By fostering a culture that values rest and recovery, employers can mitigate the £24 billion annual cost of presenteeism while supporting healthier, more engaged workforces.