66.2% of teachers took sick leave, averaging 8 days each. That's a total of 16 teaching sessions lost due to staff absence! Teacher sickness absence also remains above pre-pandemic levels in England, with a steady increase in staff absence in schools from 2014/15 to 2022/23. These numbers highlight a growing issue that disrupts teaching and adds strain to the remaining staff.
And, of course, high absence levels also occur among support staff, leading to challenges both inside and outside the classroom.
However, there are budget-friendly solutions that can make a real difference.
Our HR team works closely with schools every day, with the top query on our advice line being related to sickness. We fully understand the pressures schools face with staff absences and the importance of addressing this issue.
Our recent webinar, "Managing Staff Absences," also attracted a record number of attendees, highlighting the need for change, with schools seeking budget-friendly solutions to address the challenges.
We've listened to your concerns and have suggested five cost-effective tips to reduce staff absence in schools, ready for implementation at the start of the new academic year in September.
Effective management can play a key role in reducing staff absences. Training line managers to handle absences with a focus on supportive and open conversations, particularly around mental health, can make a significant difference. Poor management styles and ineffective performance management often contribute to higher absence rates. Encouraging managers to engage in supportive discussions and understanding the personal challenges staff might be facing helps create a more supportive work environment.
Schools might also consider investing in Mental Health and Well-Being Training, which can lead to substantial benefits in terms of reduced absences among teachers and staff.
Prevention is always better than cure. Conducting preventative risk assessments and intervening early when staff show signs of health or well-being issues can help keep them in work. Providing support and flexible working options can be crucial in this regard. By addressing potential problems early, schools can prevent them from escalating into long-term absences.
Having strong policies and procedures is a great start, but consistent procedure application is essential. This includes conducting return-to-work meetings and taking action when certain absence triggers are met. Return-to-work meetings alone have been proven to reduce absences, as they help identify any underlying issues and provide an opportunity for employees to feel supported and heard. By applying these procedures consistently, schools can ensure that staff know what to expect and feel reassured by a structured approach to absence management.
Accurate recording and analysis of absence data allow schools to target actions and policies more effectively. By understanding the patterns and reasons behind absences, particularly non-sickness-related absences, schools can implement targeted interventions. This data-driven approach ensures that resources are used efficiently and effectively to address the specific needs of the staff.
Planning ahead for absences can minimise the need for last-minute, expensive cover arrangements. By understanding the typical levels of staff absence and planning accordingly, schools can ensure that they have a reliable and cost-effective system in place. This might include having a pool of regular substitute teachers who are familiar with the school and its procedures or cross-training staff to cover for each other in emergencies.
While investing in well-being strategies and support programs like employee assistance and Occupational Health can help reduce absences, these five budget-friendly tips offer a practical starting point for schools aiming to manage staff absences more effectively.
Schools may also wish to consult the CIPD's guide for more detailed information on improving employee health and well-being.
Like many schools nationwide, staff absence is becoming a significant challenge.
You can book a free consultation to review your staff absences and get advice from an education HR expert. Or, focus on a long-term strategy to support your staff’s physical and mental well-being.
A happier workforce for the new academic year is just a few clicks away.