Research from the Chartered Institute of Personnel and Development (CIPD) reveals there has been a sharp increase in the number of employees taking time off sick for mental health problems.

The examination of 30,000 absence records across 40 organisations reveals that musculoskeletal conditions are still the number one cause of time lost due to sickness with mental health problems in the number two spot. Stress, depression and anxiety account for more than half of all mental health problems.

Department for Work and Pension figures reveal that the percentage of incapacity benefits claimants recorded as having a mental health condition has risen from 25 per cent in the mid 1990s to 39 per cent in 2005.

The CIPD report New directions in managing employee absence reveals the impact mental health problems have on the workplace:

• Employees take on average 21 days for each mental health-related sickness absence spell




• The average length of time off for an employee suffering depression is 30 days for each sickness absence spell




• The average length of time off work for someone suffering from stress is 21 days for each sickness absence spell




• The average length of time off for an individual suffering anxiety is 21 days for each sickness absence spell.

The report identifies a new approach to absence management as it helps identify whether an individual takes more or less time off than might normally be expected for a person with a particular condition considering their age, occupation and gender.

Such information can provide accurate guidance for employers on when an employee should normally be expected to return to work and at what point occupational health interventions should typically be made to help the individual make a successful recovery.

Ingolv Urnes, Active Health Partners’ chief executive officer, says: “Accurate sickness absence data will leave employers better equipped to tackle issues, such as mental health, and enable managers to intervene in a reasonable and timely way so that sickness absence can be managed effectively and individuals can be supported in their rehabilitation and return-to-work. This will help improve productivity, reduce costs and litigation risks.

“This report extends current thinking about HR interventions by shedding light on how employers can make use of employee data to make more precise and sophisticated decisions when managing individual cases of absence from work.”

Ben Willmott, CIPD employee relations adviser, adds: “This research shows how important it is for managers and HR practitioners to be aware of the signs of mental ill health so they can take action early and provide support before the individual’s condition deteriorates to the point they go off on long-term sick leave.

“However the government also has a role to play in finding ways to help and encourage more employers to provide their staff with access to cost-effective occupational health services.

“We would like to see tax incentives introduced to encourage more employers to offer occupational health services to employees, as well as further government investment in the development and extension of services such as NHS Plus and Workplace Health Connect.”