**Swansea Council Faces Over 100,000 Lost Workdays Due to Staff Sickness**
Swansea Council faced a considerable challenge over the past year as staff sickness absence led to the loss of more than 100,000 workdays. According to figures released for 2024-25, the council and its schools, which together equate to 9,009 full-time equivalent employees, experienced a total of 110,810 days lost—a figure equivalent to 303 years of work time.
This marks a notable increase from the previous year, when the average number of days lost per full-time employee was 10.7. In 2024-25, this jumped to 12.3 days per employee. Notably, every council department saw increased sickness absences except education, where figures dropped slightly due to the reclassification of some school-based staff as corporate employees. Nonetheless, the scale of the challenge is substantial and reflects deeper underlying trends.
To proactively tackle the issue, Swansea Council has introduced dedicated sickness management officers in both social services and the waste and environment—also known as the place—departments. Recruitment is also underway for a similar role in the education directorate. These officers work closely with department managers to support staff and enable early interventions, the aim being to reduce the need for prolonged absences.
A report presented to the council’s audit and governance committee attributed the rise in sickness absence to several factors. These include increased compliance in reporting, highlighting that better documentation may be partly responsible for higher recorded rates. The report also pointed to broader social and demographic issues, such as an ageing workforce and the growing incidence of complex health issues, particularly those impacting mental well-being.
Mental health concerns—especially stress, depression, and bereavement—were cited as principal causes for absence, both from work and personal sources. The report underlined that the majority of reported sick days—around 80%, according to Ness Young, director of corporate services—were attributed to long-term sickness, meaning absences extending beyond 28 days. Challenges related to the council’s ageing workforce were also seen as significant contributors to these statistics.
Comparative data from other Welsh councils for the same period was not available. However, in 2023-24, Swansea fared better than most, with only five out of nineteen councils with reliable data showing lower absence rates. This suggests that, despite growing numbers, Swansea was not an outlier and perhaps even demonstrated a relatively positive track record in managing staff absences.
Looking forward, the council is poised to implement a new sickness absence policy with a noticeably more compassionate approach. The intention is to foster staff recovery and encourage quicker returns to work, moving away from punitive procedures. Cllr Lesley Walton, a member of the audit and governance committee, expressed strong support for these changes, arguing that most employees are genuinely ill rather than abusing the system. “The vast majority are not pulling a fast one,” she added, acknowledging that while a small number might exploit the system, a considered and empathetic framework benefits the entire workforce.
To further strengthen its response, the council is hiring an additional occupational health adviser and bringing on a student occupational health nurse, offering staff easier access to advice and support on health matters. Notably, workplace accidents are not included in individual sickness absence figures, reflecting a targeted focus on broader health and well-being.
Although covering staff on sick leave with agency workers remains one solution, it does not make up a large proportion of the council’s agency usage—accounting for just 6%. However, Swansea Council reportedly spent £4.2 million in 2024-25 on its preferred agency provider, a figure that highlights the real financial impact of staff absences, beyond operational disruption.
The challenge Swansea Council faces is echoed across many UK public sector organisations grappling with rising sickness absence rates. By investing in early intervention, specialist support, and adopting a compassionate policy approach, the authority hopes to reverse this upward trend and promote a healthier, more sustainable workplace culture for its staff.