Mental health matters: Tackling stress-related absenteeism in high-risk jobs
Work-related stress is now the leading cause of long-term absence in safety-critical industries across the UK. According to the Health and Safety Executive (HSE), work-related stress, depression, or anxiety accounts for 49% of all work-related ill health cases - representing over 22.1 million working days lost. The average employee takes 23 days off per stress-related absence, significantly longer than absences for physical illness.
Mental health in the workplace is a critical safety, financial and operational issue, particularly in high-risk sectors such as rail, construction, manufacturing, energy, utilities and transportation and logistics, where human error has serious consequences.
In this blog, we investigate the three questions every employer in high-risk industries should be asking: What causes stress-related absenteeism? Why is it rising? How can we tackle it effectively?
What causes stress-related absenteeism in high-risk jobs?
In high-risk roles, stress-related absence is driven by sustained mental pressure.
Employees working in safety-critical environments are often responsible for decisions where there is no margin for error. The knowledge that a mistake could lead to serious harm, operational disruption or financial loss creates a constant level of pressure.
This is often compounded by factors such as long hours, shift work, fatigue and high levels of accountability. Over time, this can build into chronic stress, leading to burnout, anxiety, depression and an increased risk of absence.
The rise in stress-related absenteeism in high-risk jobs
Over the past five years, absenteeism due to poor mental health has risen by over 30% in safety-critical sectors. The pandemic, labour shortages and increased regulatory scrutiny have added sustained pressure to roles that were already demanding.
In the rail industry, employees have a lost time rate 2.3 times higher than the national average. The average cost per employee absent due to ill health in rail is £2,214 per year, £780 more than the UK average. Alarmingly, one in three rail workers now has a clinical mental health condition, and anxiety levels among rail staff are 1.5 times higher than other UK workers. A further, 10% of rail employees showed signs of PTSD,twice the national average.
Why employers can no longer ignore mental health in the workplace
For years, high-risk industries have prioritised physical safety over psychological wellbeing. Hard hats, gloves and harnesses were mandatory but little emphasis was placed on managing stress, fatigue or mental strain.
As a result, mental health is now the leading cause of long-term absence in the UK. Unlike a physical injury, it can take months or even years to recover, and the impact is not always visible early on.
In safety-critical environments, that absence creates real operational risk. When experienced employees are missing from control rooms, construction sites or driving roles, it puts pressure on the wider workforce and increases the likelihood of further issues.
The commercial reality is simple: unmanaged stress leads to absence, and absence creates cost through disruption, reduced capacity and the need for additional cover.
How can employers tackle stress-related absenteeism in high-risk jobs?
Employers need to act earlier, rather than waiting for absence before providing support.
In high-risk environments, this means taking a more structured and practical approach to managing risk, rather than relying solely on reactive processes.
In practice, this includes:
Pre-employment screening and fitness for task assessments
Identifying potential risks before individuals are exposed to the role helps ensure they are physically and mentally suited to the demands of the position from the outset.Targeted support for line managers
Most managers in safety-critical roles are highly capable operationally but have limited training in managing mental health. Providing clear guidance helps them recognise early signs, handle conversations appropriately, and take action where needed.Access to confidential support
Services such as counselling and Employee Assistance Programmes (EAPs) give employees a route to seek help early, before issues escalate into more serious concerns.Occupational Health referrals where issues arise
Where employees are struggling or returning from absence, referrals provide structured clinical input, helping assess fitness for work, recommend adjustments, and support a safe return.Structured return-to-work planning
Phased returns and clear plans help employees reintegrate safely while reducing the risk of repeat absence and further disruption.
FAQs: Tackling stress-related absenteeism in high-stakes jobs
How is stress-related absenteeism different from general sickness absence?
Stress absence tends to be longer (often 4+ weeks) and has higher relapse rates. It is also strongly linked to workplace psychosocial hazards, not just physical illness.
Can an Employee Assistance Programme alone solve the problem?
An EAP is a valuable support tool, but it cannot address the underlying causes of stress on its own.
Reducing absence requires line managers who can identify early signs, occupational health support, and a working environment that addresses the sources of stress, not just the symptoms.
What is the first step an employer should take?
Conduct a stress risk audit using HSE’s Management Standards, then partner with an occupational health provider like Express Medicals to put together a stress support pathway.
Does addressing mental health improve safety outcomes in high-stakes jobs?
Yes. Studies show that reducing workplace stress lowers error rates in safety-critical roles.
Conclusion: From absenteeism to resilience
Tackling stress-related absence in high-risk environments requires a practical and structured approach. This includes early identification of risk, stronger line management, and access to appropriate occupational health support.
Express Medicals works daily with the rail, construction, manufacturing, energy, utilities, and transportation and logistics industries to make that a reality. If absences are rising or you’re worried about the hidden toll of stress on your employees, speak to our expert team today.
Sources:
Health and Safety Executive: Working days lost in Great Britain
MHFA England: Key workplace mental health statistics for 2026
Rail Safety and Standards Board: Make cost savings by improving employee health and wellbeing
