Bounce back from Blue Monday: Avoiding the cost of employee absence

Bounce back from Blue Monday: Avoiding the cost of employee absence

Blue Monday – the third Monday in January – is widely regarded as the most depressing day of the year. While the science behind the date is questionable, the reality of post-Christmas absence and a winter dip in employee wellbeing is not. As an employer, the new year is a key moment to review your approach to absence management and wellbeing support.

The cost of employee absence

Employee absence is a significant cost for UK businesses. According to the CIPD's Health and Wellbeing at Work report, the average number of sick days per employee per year is 7.8, costing employers an average of £783 per employee annually. Across a business of 50 employees, that equates to over £39,000 per year in direct absence costs alone – before factoring in reduced productivity, cover costs, and the impact on team morale.

Mental health conditions, including stress, anxiety, and depression, are consistently among the most common causes of long-term absence. The new year period – with its combination of financial pressure, dark days, and post-holiday low – can be a particularly challenging time for employees.

Practical steps to manage absence and support wellbeing

There are several practical actions employers can take to manage absence and support employee wellbeing in January and beyond:

1. Review your absence management policy

Ensure you have a clear and up-to-date absence management policy that sets out your expectations, the reporting process, and the support available to employees. A consistent approach to managing absence – including return-to-work interviews and Bradford Factor monitoring – can help identify patterns early and demonstrate your commitment to employee wellbeing.

2. Train line managers

Line managers are often the first point of contact for employees who are struggling. Training managers to have supportive, non-judgmental conversations about wellbeing and absence is an important investment. Mental health first aid training can be a valuable addition to your management development programme.

3. Provide access to occupational health support

Occupational health assessments can help identify any underlying health issues that may be contributing to absence, and provide tailored recommendations to support an employee's return to work. Early intervention is key – the longer an employee is absent, the harder it can be for them to return.

4. Consider an Employee Assistance Programme (EAP)

An EAP provides employees with confidential access to counselling, financial advice, and other support services. Many EAPs are available at a relatively low cost and can make a significant difference to employee wellbeing.

5. Promote flexible working

Where possible, offering flexible working arrangements can help employees manage personal pressures that may otherwise contribute to absence. This is particularly relevant in January, when childcare, financial stress, and health issues are common.

6. Create a supportive culture

Ultimately, reducing absence requires a culture where employees feel able to raise concerns and seek support without fear of stigma. Regular check-ins, open communication, and visible leadership support for wellbeing initiatives all contribute to this culture.

If you would like support with your absence management or employee wellbeing strategy, our HR and occupational health teams are here to help. Get in touch today.