Rochdale Council spent nearly £3 million covering staff sick leave over the last year, with stress and mental health issues topping the list of reasons behind the absences
Fresh figures show that employees took an average of just over 10 sick days each during the 2024/25 financial year, a notable rise from the year before.
In total, the council lost almost 27,000 working days to illness, the majority of which were classed as long-term leave. With each missed day estimated at £110 in lost productivity, the annual cost added up to nearly £3 million.
The data, published in a report for the council’s employment and equalities committee, shows that psychological health problems such as stress and depression remain a major concern. These were the leading causes for long-term absence, followed by recovery from surgery and back or neck pain.
Shorter spells off work were most often linked to minor illnesses, including seasonal viruses, stomach bugs and again, stress-related symptoms.
While the rising sickness rate will raise eyebrows, Rochdale is not an outlier in Greater Manchester. The borough sits somewhere in the middle when compared with neighbouring councils.
The council said that improving employee health remains a key priority under its People Strategy, which promotes preventative action and early support.
Councillor Dylan Williams, Chair of the Employment & Equalities Committee said when speaking to Roch Valley Radio, “Rochdale Council’s sickness absence rates are still well below those of many other Greater Manchester councils, and our HR team is regularly contacted by others across the North West who want to learn from the work being done here.
As one of the largest employers in the borough, the overall figure might seem high, but it doesn’t reflect the average number of days lost per person. While council roles tend to pay less than the private sector, it’s things like fair sick pay and decent terms that help local government stay competitive and attract good people.”
To tackle the trend, staff are being encouraged to access wellbeing schemes, including workshops hosted in various locations, and to make use of protected time to take part in health-focused activities during work hours.
The council is also reviewing its internal support systems and monitoring sickness data closely to ensure responses are timely and effective.
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