Swansea Council has reported a significant increase in sickness absence rates among its staff, highlighting stress as a primary cause. The latest data reveals a 13% rise in absenteeism compared to previous years, despite efforts to reduce these numbers.
- During the financial year 2014-2015, the council recorded 65,849 lost working days due to sickness, costing approximately £6 million.
- Stress accounted for 23% of the absences, with hospitalisation and back injuries also among the leading causes.
- Council initiatives to tackle the issue include workshops, mandatory wellbeing training, and health surveillance measures.
- Economic challenges and increased workloads are cited as contributing factors to the growing stress levels among council employees.
In a concerning development, Swansea Council has announced that its staff experienced a substantial increase in sickness absence in the last fiscal year, with stress identified as the predominant cause. The figures released indicate a total of 65,849 working days were lost due to sickness, an increase of 13% from the previous year’s total of 58,182 days. This surge represents the equivalent of 280 full-time staff members being absent throughout the year, compared to 247 the previous year.
The financial implications of this increase are significant, with estimated costs reaching £6 million, largely attributed to staff salaries. Stress emerged as the leading cause of absence, accounting for 23% of the cases. Other notable causes included hospitalisation (9%), back injuries (7%), stomach complaints (6%), and colds and flu (3.53%). These statistics were detailed in a written report by Council Leader Rob Stewart, who noted that additional expenses could arise in areas where staff absence requires operational cover.
Commenting on the situation, Councillor Wendy Fitzgerald expressed surprise at the high stress levels within the council, which contrasts with the general nationwide trend of decreasing sickness rates according to the Office for National Statistics. Notably, the council has previously reported increasing stress-related absences among teaching staff, though it remains unclear how many are directly work-related.
To mitigate these issues, Swansea Council has introduced several measures aimed at reducing sickness absence, which include conducting stress risk assessment workshops, mandating wellbeing training, and performing regular health surveillance to pre-emptively identify and address potential health concerns. These efforts are complemented by systematic reviews of absence policies and regular reporting on compliance and sickness trends.
Despite these initiatives, external factors such as increased workloads and stringent budget constraints continue to pressure the workforce. Unison regional organiser Eddie Gabrielsen highlighted the challenges faced by public service workers who are expected to deliver high-quality services despite diminishing resources and minimal pay increases, juxtaposed with substantial political pay rises.
In response, the council has reinforced its commitment to improving attendance through enhanced support mechanisms, such as assigning a human resources officer to promptly engage with staff on sickness leave and appointing an occupational health adviser. These steps align with the council’s broader strategy to decrease the average number of sick days lost each year, which has shown gradual improvement since prior assessments in 2011-2012.
Swansea Council’s efforts to combat rising sickness absence highlight ongoing challenges, with stress as a significant factor.
