Scottish Council Staff Absence Rises, Impacting Workforce Planning

What's Happening?

A report from the Accounts Commission reveals that the average absence among staff at Scottish councils increased to 13.9 days in 2023-24, up from 10.8 days in 2010-11. Teacher absence also rose from 6.6 days to 7.6 days over the same period. The report highlights challenges in recruiting and maintaining a skilled local government workforce, emphasizing the need for improved workforce planning and development. Ronni Zehavi, CEO of HiBob, suggests that technology and real-time attendance data can help HR managers identify patterns like seasonal illness or burnout early, allowing for timely intervention. The report stresses the importance of addressing rising sickness absence through innovation, digital technology, and collaborative working to attract and retain staff.

Why It's Important?

The increase in staff absence at Scottish councils poses significant challenges for local services and workforce management. As absence rates rise, workloads increase, deadlines tighten, and team morale can suffer, affecting service delivery. The report underscores the need for strategic workforce planning to mitigate these impacts, suggesting that embracing technology and collaborative approaches can help maintain a skilled and motivated workforce. With a substantial portion of the workforce nearing retirement, effective planning is crucial to ensure continuity and prevent service disruptions. The findings highlight the broader implications for public sector workforce management and the importance of proactive HR strategies.

What's Next?

The report calls for Scottish councils to prioritize workforce planning and development to address current and future challenges. This includes leveraging technology to forecast and prepare for absence trends, cross-training staff, and building a flexible talent pool. HR departments are encouraged to focus on critical services, rotate cover to prevent burnout, and communicate changes clearly to staff. As the workforce ages, councils must also consider succession planning and strategies to attract younger workers. The emphasis on innovation and digital technology suggests potential investments in HR systems and processes to enhance workforce management.

Beyond the Headlines

The rising absence rates among Scottish council staff highlight deeper issues in workforce management, including the need for cultural shifts in how absence is perceived and managed. The report suggests treating absence like the weather—unpredictable but manageable with proper forecasting and preparation. This approach requires a shift from reactive to proactive management, focusing on employee wellbeing and support. The findings also point to the importance of leadership presence and communication in fostering team cohesion during challenging periods. As employment costs rise, councils must balance budget constraints with the need to invest in workforce development and retention strategies.