The Policy Exchange report, NHS, Heal Thyself, was endorsed by a cross-party group of Parliamentarians.

Findings for included:

• 5.15% sickness absence rate in 2024 compared with a UK public sector average of 2.9% and a UK private sector average of 1.8%
• average sickness absence levels up by 21% over the 10 years to 2024
• long-term sickness absence (over 28 days) up by 43% increase between 2019 and 2024
• staff going on long-term sick leave and not returning to work up by 42% between 2019 and 2024.
• just 1% of NHS staff account for 12.5% of all sickness absence and 10% account for 55% of all sickness absence
• sickness absence levels higher among some groups of managers and administrators than frontline clinicians
• more than 8m days of clinician time are lost each year
• the annual cost to taxpayers estimated at £4.6 bn.

The report calls for a modernisation and overhaul of the way the NHS manages sickness absence and makes a number of recommendations, including:

• reducing the period in which staff can receive full pay for sick absence from six months to 28 days.
• introducing a ‘day-one' clinical assessment for NHS staff calling-in sick
• regular medical certification and work capability reviews for long-term absence
• expanded use of alternative duties and remote working to support return-to-work pathways
• more accountability measures for senior managers in poorly performing trusts that fail to reduce absence rates.

An NHS spokesperson said: ‘NHS staff have put in a real shift this year, having delivered record-breaking improvements in tackling waiting lists and making it easier for patients to access care.

‘Our staff often face greater physical and mental occupational risks than other sectors, as they care for infectious patients and people who can be seriously ill, but we'd be the first to say there's always more we can do to protect the wellbeing of our staff which is why we're now rolling out our new NHS staff treatment hubs. We've also asked every trust board to do more to understand issues raised by their staff locally and create transparent action plans to address those concerns.'