The CIPD Health and Wellbeing at Work report is a clear snapshot of the state of workplace health and this year’s findings are hard to ignore.

Average sickness absence has jumped to 9.4 days per employee, the highest figure in more than a decade. Mental health has become the leading cause of long-term absence, underlining a growing challenge for organisations across every sector.

Despite more employers rolling out wellbeing strategies, many are still reacting to problems instead of preventing them. Public sector employers are feeling the pinch most, line managers often lack the tools to respond, and shrinking budgets are slowing momentum.

The message is simple: if wellbeing isn’t built into your core people strategy, you’re already behind.

Key Insights from the Report

1. Absence at a Record High – Mental Health Leads the Way

• Sick leave has risen sharply to 9.4 days per employee, up from 5.8 in 2022.
• Mental ill health is now the top cause of long-term absence, and the second most common for short-term absence.

2. Wellbeing Strategies Are Growing – But Too Reactive

• 57% of employers now have a dedicated wellbeing strategy (up from 44% in 2020).
• Yet 37% admit their approach is reactive, not preventative.

3. Line Managers Make the Difference – If They’re Trained

• Just 29% of organisations train managers to support mental health.
• Where training is in place, confidence rises and early intervention is more likely.

4. Hybrid Work Helps – But Risks Go Unchecked

• 36% of employers say remote work reduced sickness absence; 33% saw productivity gains.
• But only 17% monitor the mental health risks linked to homeworking.

5. Budgets Are Tight – But the ROI Is Clear

• 90% of organisations report real benefits from wellbeing investment.
• The biggest barrier? Cost. Simplicity, accessibility, and proven value are key to sustaining initiatives.

Absence is climbing, pressure is building, and wellbeing can’t be treated as an afterthought. The organisations moving ahead are those that:

• Invest in prevention, not just response
• Equip managers with proper training
• Make health support accessible and inclusive

For everyone else, the risk isn’t just falling behind on performance, it’s losing your people.