As Mental Health Awareness Week (11-17th May 2026) shines a spotlight on the importance of protecting wellbeing, figures reveal mental health problems are driving Britain’s long-term sickness crisis, with millions of employees taking extended time off due to stress, anxiety and depression.
Research from MetLife UK found nearly half (47%) of HR Directors and senior decision makers say mental health conditions are now among the leading causes of long-term sick leave in their organisation.
The findings come as a staggering 17.1 million* working days were lost to mental health-related sickness absence in 2025 alone – making it one of the biggest causes of workplace absenteeism in Britain.
Women accounted for the majority of those lost days, with mental health amounting to 10.2% of all sickness days among women, compared with 7.3% of all sickness days among men.
While other conditions account for a greater number of lost days overall, mental health-related absence is often more prolonged and complex, underlining the growing toll poor mental health is taking on Britain’s workforce and economy. Employers are increasingly battling prolonged absences, burnout, falling productivity and mounting pressure on overstretched teams.
As awareness of mental health grows, businesses are facing increasing pressure not just to acknowledge the issue, but to take meaningful action to prevent employees from reaching crisis points.
The research also suggests employers see workplace support as critical in tackling the problem. Nearly a third (31%) of HR leaders say mental health support is the single most effective measure for preventing long-term sickness absence lasting more than four weeks.
Anthony Sly, Lead Medical Service Consultant at MetLife UK, comments: “Unlike physical illness or injury, mental health issues can be trickier to manage or spot in that they are more silent and less visible. Yet, with mental health conditions being one of the top reasons for employee absence, it is becoming a significant business risk.
“Too often poor mental health is caught too late. Mounting pressure transpires into burnout or something more physical, resulting in time needed off work. It’s imperative that early action is taken by employers to help intervene before things like stress, anxiety, or depression escalate into long‑term illness. When people feel supported early, they recover faster and stay connected to work. Early intervention is the only real prevention.
“Before mental health conditions become reason for absence, employers should pause and use the STOP guide to help identify employees who may need support:
Spot the signs – look for and notice changes in behaviour, performance, mood, or attendance.
Talk early – create space for, and have a supportive, non‑judgemental conversation as soon as concerns arise. And ensure all employees have regular 1-2-1s with both line managers and non-line manager support.
Offer support – really understand how stress is affecting the person’s work and wellbeing, and provide practical adjustments, signposting, and wellbeing resources.
Prevent escalation – follow up, monitor progress, and act quickly if things worsen, by utilising specialist services such as Early Intervention and EAPs early to avoid long-term absence.”
