Council's 52,000 lost working days due to staff absence equates to £6million
The figures are an improvement on the previous year but, when combined, anxiety, stress and depression remain the main driver for workers staying at home.
Staff absence throughout Stirling Council saw more than 50,000 working days lost in a year - equating to over £6million in pay.
Figures due to be reported to this week's finance and economy committee, show a reduction in working days lost (WDL) for the financial year 2024-25 - with the total number 52,593.
But, in their report, officials said: 'While this is a decrease by 8403 WDL from 2023-24, in pay costs alone this rate of absence amounts to over £6million.
'Teacher absence has reduced to 8.07 WDL (down 0.76 compared to 2023-24) and absence for all other employees (AOE) has reduced to 16.78 WDL (down 1.31).
'Overall this reduced council-wide absence level to 14.25 WDL (down 1.93 WDL since 2022-23).'
HSCP (Health and Social Care Partnership), Education (non-teaching) and Environment and Place, accounted for the highest levels of annualised days lost per FTE (full time equivalent). However, in each of these service areas, the working days lost have reduced from the previous year.
Children and Families, however, experienced the most significant increase in WDL - by 3.08 WDL to 15.25 WDL.
The report added: 'It should be noted that an ongoing factor which may adversely impact attendance at work in these service areas, is the nature of some roles being more physically or mentally/emotionally demanding.
'In 2023-24 Stirling ranked 31st for AOE (all other employees) and 30th for teachers. The 2024-25 absence figures are not yet published, however, based on improving figures, the placing for Stirling based on the 2023-24 figures is expected to be 28th for AOE and 18th for teachers.'
When combined, anxiety, stress and depression remain the main driver for working days lost in 2024-25.
However, when these reasons are considered separately, musculoskeletal absence is the main reason for WDL in 2024-25 at 10,200 - an increase from 2023-24 when a reduction of 1601 WDL was recorded against 2022-23 figures.
Personal stress is the second main reason for absence, although this has reduced by 317 WDL. Work-related stress had a slight reduction by 236 WDL to 3114 WDL. Anxiety/depression also had a small reduction of 59 WDL.
Coughs/colds/flu have recorded a higher number of WDL than was anticipated, with an increase by 2174 WDL to 6752 WDL. The increase is said to reflect the prevalence of respiratory illness during the recent winter months.
Gastrointestinal absence reduced by 530 WDL to 5613 WDL.
The report says the council's approach to the management of health-related absence is based on providing early intervention support and, where the Supporting Attendance process is progressed, methods such as return-to-work meetings, attendance support meetings, and attendance review meetings are held which also identify any support needed. During 2024-25 there were 1205 such meetings.
Staff absence due to an underlying health reason which makes it difficult for an employee to attend work, or to maintain a reasonable attendance level at work, is supported via the Attendance Capability Process which saw 148 meetings in 2024-25.
Ongoing sickness absence, for which there is no underlying medical condition, may be progressed in accordance with the council's disciplinary procedures - and nine disciplinary investigations were held in 2024-25 due to an 'unacceptable level' of attendance at work.
There is said to have been an 'incresasing trend' in individual cases progressing to Attendance Capability since 2022, with 148 individuals in 2024-25 - 11 whose employment has been terminated.
Separately, the Disciplinary Procedure is progressed for absences where staff have been supported through the Supported Attendance Policy but have been unable to sustain an acceptable level of attendance at work, and where such absences are not due to an underlying health reason.
In 2024-25 there were nine disciplinary hearings held due to unacceptable levels of attendance.
The sanction in the majority of hearings due to attendance levels, was a first warning.
Among a range of measures outlined in the report to support staff are the Employee Assistance Programme (EAP) which provides staff with free and confidential counselling at any time they need it; support services for immediate family; access to a wellbeing portal which can be downloaded to personal devices; and monthly wellbeing seminars.
The report said: 'During 2024-25 there were 107 calls and 143 sessions of counselling. Of these, telephone counselling has been the most used method, with 72 sessions delivered. Uptake of counselling has dropped significantly from the 2023-24 figure by 718 sessions.
'Staff calls to our EAP are received by a professional counsellor who can provide real time support and advice. This may contribute to the reduction in additional referrals required.
'The EAP provides a wide range of support beyond counselling. This includes access to an online portal and app offering self-help resources such as financial advice and wellbeing tools. Increased use of these resources may have contributed to a reduction in calls to the helpline.'
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