Stress and long-term illness driving high sickness absence at Mid and East Antrim Council

Sickness absence among Mid and East Antrim Borough Council staff has “increased significantly” since the Covid pandemic, councillors have been told.

A report presented to the council’s Corporate Resources, Policy and Governance Committee at a recent meeting in The Braid, Ballymena, indicated that 17.8 days were lost per full-time employee during the 2024/25 financial year, above the council’s target of 15 days.

During 2022/23, absence levels peaked at 17.9 days per full-time employee.

The report said the absence rate “highlights an important challenge” for the council. Committee members were asked to approve a draft Inclusion and Wellbeing Strategy and Action Plan.

It stated: “We need to better understand the causes behind these absences and strengthen our support systems to help staff stay healthy, supported and present at work.”

The report noted that 82 per cent of absence is long-term, suggesting that issues affecting staff are “more serious or ongoing in nature and require a compassionate, sustained approach”.

The most common cause of absence was identified as stress, depression and fatigue, followed by musculoskeletal issues, including back and neck problems, and stomach, liver or kidney-related illnesses.

It was also noted that more than half of staff — 52 per cent — are aged over 50.

The report added: “This group brings valuable experience, knowledge and insight to everything we do, but we also recognise that with age, health needs can increase and that can affect things like attendance, energy levels and stress.”

It further suggested that fear of judgement may discourage employees from disclosing mental health concerns or seeking the support they need.

The report continued: “Skills development will help to create an understanding environment where staff feel psychologically safe to speak with their line manager or trusted colleague about their mental health concerns.

“Insufficient understanding of, or training around, both hidden and visible disabilities can lead to unmet needs and workplace exclusion.”

It explained that the proposed strategy “represents a forward-looking approach”, aimed at establishing “a lasting culture of wellbeing that extends to employees’ families, communities and the wider borough”.