Employees Calling in Sick is A Growing HR Challenge in Leeds

Across the UK, HR teams are experiencing a sustained rise in short term sickness absence. In particular, employees in Leeds calling in sick has become an ongoing workforce challenge rather than a seasonal trend. This increase is closely linked to poor employee mental health, rising workplace stress, and burnout.

For HR professionals, sickness absence is no longer just an operational issue. It directly impacts productivity, employee engagement, workforce planning, staff retention, and long term organisational performance. Understanding why employees are calling in sick is now essential for effective HR strategy and workplace wellbeing management.

Why Employees Are Calling in Sick More Frequently

UK government data consistently shows that stress, anxiety, and depression are the leading causes of work related ill health. While sickness absence is often recorded as a physical illness, the underlying cause is frequently mental health related.

According to the Health and Safety Executive, stress accounts for over 50 percent of all work related ill health cases and results in millions of working days lost each year.👉 https://www.hse.gov.uk/statistics/causdis/stress.pdf

For HR teams managing workforces locally, this data is particularly relevant. Employees in Leeds calling in sick are often experiencing unmanaged workload pressure, emotional exhaustion, and limited access to timely mental health support.

Mental Health Sickness Absence and HR Risk

Government research highlights the significant cost of poor employee mental health to UK employers.

Poor mental health costs UK employers an estimated £56 billion per year through sickness absence, presenteeism, and employee turnover.👉 https://www.gov.uk/government/publications/thriving-at-work

Stress, anxiety, and depression remain the leading causes of long term sickness absence across UK workplaces.👉 https://www.gov.uk/government/statistics/work-related-stress-anxiety-or-depression-statistics-in-great-britain

Employees are significantly more likely to take time off work when early mental health intervention is unavailable.👉 https://www.gov.uk/government/publications/mental-health-at-work

For HR leaders, these insights reinforce a critical point. Reducing sickness absence starts with improving mental health support in the workplace.

Why Employees in Leeds Are Calling in Sick

HR teams across Leeds are reporting an increase in employees in Leeds calling in sick due to a combination of workplace and personal pressures.

Common factors include high workload demands, sustained burnout, financial stress, and limited access to early mental health care. Long NHS waiting times continue to create barriers for employees seeking support.👉 https://www.nhs.uk/mental-health/

In addition, many employees still fear stigma when discussing mental health concerns at work. Without confidential and accessible support, issues often escalate until sickness absence becomes unavoidable.

Presenteeism A Warning Sign for HR Teams

Presenteeism is one of the most underestimated risks in workforce management. Employees may attend work while mentally unwell, leading to reduced productivity, disengagement, and increased errors.

Government guidance shows that presenteeism often comes before sickness absence.👉 https://www.gov.uk/government/publications/health-and-work-improving-lives

For HR professionals monitoring absence trends, this explains why sickness levels often spike after prolonged periods of high stress.

How HR Teams Can Reduce Sickness Absence

Traditional wellbeing tools such as employee assistance programmes, wellbeing apps, or self help resources often fail at the moment employees need support most. Long wait times and impersonal services mean help arrives too late or not at all.

This is where VÕS HELP provides a practical solution.

VÕS HELP delivers real time, human led mental health support designed specifically for workplace wellbeing. When an employee feels overwhelmed, anxious, or close to burnout, they can speak to a trained professional immediately rather than waiting weeks.

For HR teams, this results in:

Earlier mental health intervention Reduced stress related sickness absence Improved support for employees in Leeds calling in sick Higher employee engagement and trust A stronger and more resilient wellbeing culture

VÕS HELP is not only for crisis situations. It supports everyday challenges that, if left unmanaged, directly lead to absence, disengagement, and staff turnover.

Why HR Strategies Are Shifting Towards Prevention

UK government guidance increasingly encourages employers to prioritise mental health prevention rather than reactive support.👉 https://www.gov.uk/government/publications/employer-guidance-on-mental-health

HR teams that invest in immediate, accessible mental health support consistently see lower sickness absence, improved retention, and better overall workforce wellbeing.

Supporting Employees Before They Call in Sick

If your HR data shows a rise in employees in Leeds calling in sick, the solution is not stricter absence policies. It is earlier, human centred support.

VÕS HELP gives HR teams a practical and effective way to support employee mental health before it turns into sickness absence.

Mental health support is no longer optional. It is a core part of modern HR leadership.

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