Linking pay negotiations to sickness absence

Negotiations over sick pay can lead to a discussion about absence levels (see page 10). In the NHS a commitment to improve levels of attendance formed part of the 2018 “contract refresh”, but with a guarantee that it will not alter sick pay provisions in the Agenda for Change agreement.

Between 2009 and 2018 absence rates in NHS England ranged pretty consistently between just under 4% to just over 4.5%, averaging 4.18%, with a clear seasonal pattern – sickness absence is higher in the winter and lower in the summer (NHS Digital).

However, a report published in March 2018 highlighted variations between NHS trusts (from 1.7% to 7.0%) and explored how absence compares with staff “engagement levels”, as measured in terms of staff motivation, involvement and “advocacy” (a willingness to recommend the organisation). It concluded that there was clear evidence that trusts with higher engagement levels have lower levels of sickness absence among staff, and also have lower spend on agency and bank staff.

The report accepted that it was not possible to prove the causes of that link, but said NHS leaders should investigate the importance of “nurturing positive, trusting cultures within which staff have high levels of wellbeing; where they feel valued, respected and supported; where they have high levels of influence in their workplaces; and where they are consequently more highly engaged”.