Sick leave: how does the UK compare to the rest of Europe?

January, particularly Blue Monday, often proves to be a challenging time for employees. The post-Christmas slump, financial strain, and the abrupt return to the daily grind can leave staff feeling deflated and worn out.

When you add the winter weather’s decline to this mix, it creates a perfect storm for increased illness among team members. In fact, time and attendance research from 2019 revealed that workers take 53% more sick leaves in January compared to other months.

However, that’s not all negative for British businesses. Lat year, UK workers tool an average of only 4.4 sick days, the fourth lowest in Europe, highlighting their dedication to both their work and employers. But how does this compare to other European nations? We analysed the data to uncover which countries have the most and least notorious workers when it comes to calling in sick.

Which countries take the least sick leave?

We previously noted that UK workers ranked fourth in Europe for the least amount of sick leave taken in a year. However, who claimed the top three spots?

With average only 1.6 days of sick leave per year, Switzerland leads the way in attendance. Renowned for its finance and banking sectors, the country is home to major multinational corporations like Glencore and Nestle. Switzerland prioritises its workforce by offering competitive salaries, generous annual leaves, and comprehensive employment benefits. These might be contributing factors to its impressive attendance rates.

Following closely are Ukraine and Malta, where employees took an average of 4.1 and 4.2 days of sick leaves, respectively, over the course of a year. Despite their distinct socio-economic context compared to Switzerland, the country’s cultural influences play a crucial role in the strong attendance of Ukrainian and Maltese workers. We will explore this topic later!

 Where are workers most likely to pull a sickie?

On the other end of the spectrum, workers in Bulgaria have been found to take most time off for sickness in a calendar year. Our research on payroll software revealed that, on average Bulgarian employees take 22 days off annually due to illness, which equates to over four weeks of work. This trend places a significant strain on the nation’s businesses and, by extension, the broader economy.

Given the substantial number of British and Irish expats living and working in Bulgaria, we wanted to explore the pros and cons of working in this country specifically.

One of Bulgaria’s main attractions is its cost of living, which is approximately 48% lower than in the UK. This affordability makes it an appealing destination for those considering emigration. Many residents agree that individuals earning income from outside the country can “live like a king.” However, wages within Bulgarian businesses tend to be quite low, necessitating that locals manage their finances carefully.

Regarding the employment benefits in Bulgaria, it’s important to note that workers must be employed with a company for at least six months to qualify for sick pay. Nevertheless, the overall entitlement to benefits aligns with similar levels found across Europe.

Who else fell short?

German workers took an average of 18.3 days of sick leave, while those in the Czech Republic take average off more than three week due to illness, with 15.4 days. Interestingly, there isn’t a clear correlation between the socio-economic backgrounds of these countries, suggesting that they may be more socially accepting of employees taking necessary time off when needed.

The full rankings revealed

What factors might be influencing these results?

This research is not exhaustive, as we mentioned in the introduction; its primary purpose is to provide a clear understanding of how the UK compares to the rest of Europe after analysing the data. There are numerous factors likely influence the amount of sick leave taken by workers across various countries, which we plan to explore in future studies.

Switzerland and Bulgaria, for example, are poles apart in terms of sick leave taken throughout the year. It is crucial to examine how the following factors impact these countries and others included in this study:

• How does access and quality of healthcare affect sick leave?
• What measures are there in terms of flexible working?
• What is the cost of childcare?
• How do the benefits for working parents differ?
• Does the amount of statuary leave affect the level of sick leave taken by employees?
• How to attitudes toward sick leave vary among different countries and employers?
• Is there variability in sick play?

How can HR professionals and employers maximise attendance?

If you suspect that workplace productivity is suffering due to poor attendance or a high rate of sickness-related absence, consider the following three strategies to improve the situation.

Monitor employees’ sick days

Accurately logging sick leave and identifying patterns is crucial for maximising attendance. This is particularly important in industries with large workforces, where absences can easily go unnoticed without proper tracking. Implementing a robust process or utilising a time and attendance system can significantly enhance your ability to manage attendance effectively.

Identify the causes of sick leave

High rates of absenteeism from employees can be down to ill health due to having an unhealthy lifestyle, negative working environment or they simply may not be enjoying work any longer. Employees could be having personal problems or financial wellbeing issues or could be concerned about something at work they’d rather avoid – these are all things employers can help address and prevent in the future.

Being able to pinpoint these patterns can allow businesses to provide informed intervention and strategies to maximise health in the workplace should it be needed.

Treat the cause, not the symptoms

Offering rewards to staff for zero absenteeism can increase attendance at work, but this should be coupled with methods to address the underlying cause for missing employees. As well as improving your working environments to improve the physical wellbeing of your team, having initiatives to support staff with mental health, depression or anxiety is also integral to achieving long term improvements in attendance and a productive workforce.

The key takeaway from this research is that sick leave and associate employee benefits are vital for any society and crucial for businesses aiming to empower their staff and achieve commercial success. Companies must strive to cultivate a cohesive environment that nurtures creativity and ambition, so employees are excited to come to work each day.