The 23rd annual CIPD Health and Wellbeing at Work Report has revealed some alarming trends in workplace health, with a significant rise in sickness absence rates. Key issues such as presenteeism, stress, and mental ill-health are now leading causes of absence. Alongside this, we’re seeing a growing number of candidates asking about employer sickness policies—highlighting how important this issue is to today’s workforce.

For the architecture industry—a sector known for long hours, tight deadlines, and intense client demands—these findings serve as both a wake-up call and an opportunity for change. Employers must ask themselves: Are we doing enough to support our teams? Are we addressing the root causes of absence and ill health? Likewise, employees are increasingly seeking employers who demonstrate a strong commitment to their well-being—through enhanced sick leave, private healthcare options, and a culture that promotes work-life balance.

In this post, we’ll provide a comprehensive overview of:

• Sick Pay in the UK

• Employee Well-Being Challenges

• Actionable Strategies for Employers & Employees

Drawing from the CIPD findings, we’ll offer practical insights to help create a healthier, more sustainable workplace for architects and design professionals.

1. Understanding Sick Leave Policies

Statutory Sick Pay (SSP) is the legal baseline that UK employers must provide. Here’s what you need to know:

• Amount: £116.75 per week (as of April 2024)

• Duration: Up to 28 weeks

• Eligibility: To qualify, you must earn at least £123 per week before tax

• Waiting Period: SSP starts on the fourth consecutive day of illness

Challenges for Architects

Architects, especially those with higher salaries, may find SSP much lower than their usual earnings. For example, if an architect typically earns £3,000 per month and must rely on SSP, the drop in income could be significant.

Practical Solutions:

• Know Your Rights: Understand when SSP applies and how much you’ll receive.

• Plan for the Unexpected: Consider setting up an emergency savings fund or looking into income protection insurance.

• Talk to Your Employer: If you’re unable to work due to illness, keep your employer informed. Open communication helps in understanding your options, especially if your sick leave might extend beyond the standard period.

Enhanced Sick Pay: What’s Beyond SSP?

Some employers in the architecture industry offer Enhanced Sick Pay, which goes beyond the statutory minimum. This could include a higher amount or a percentage of your regular pay for a longer period.

What It Looks Like:

• Full Pay for a Limited Time: For example, an employer might offer full pay for the first four weeks of illness, then half pay for the next four weeks.

• Discretionary: Enhanced sick pay is often at the employer’s discretion. It may be tied to length of service or offered after a probationary period.

The Challenges for Employers and Employees

While employees understandably rely on adequate sick pay for their financial security and well-being, small to medium-sized businesses often face financial constraints that make it difficult to offer extended sick pay. Striking a balance between meeting business needs and supporting employees during illness can be challenging. However, both sides have valid concerns, and by understanding these challenges and finding practical solutions, a healthier and more supportive work environment can be created.

For Employers

Offering enhanced sick pay, even if just for a limited period, can foster trust and loyalty, leading to higher employee retention. Providing adequate sick pay can also reduce presenteeism, when employees come to work while ill, potentially spreading illness to others and prolonging recovery.

For smaller companies with limited budgets, offering full sick pay for long periods may not be financially feasible. A potential solution could be offering sick pay for a shorter period (e.g., the first two weeks at full pay), then transitioning to statutory sick pay thereafter. Another option is providing Income Protection Insurance as a benefit, which can offer peace of mind for employees without placing a heavy financial burden on the employer. Employers may consider subsidising this insurance or encouraging employees to take out their own coverage.

For Employees

It’s important to understand your employer’s sick leave policy and be proactive in considering your options. If enhanced sick pay isn’t available, consider alternatives like income protection insurance or critical illness cover to help cover gaps during illness. If your employer faces financial constraints, consider discussing other ways to support your health, such as flexible working hours, mental health support, or private healthcare options.

Freelancers and Self-Employed Architects: Protecting Your Income

As a freelancer or self-employed architect, you don’t have the safety net of sick pay. If you’re unable to work due to illness or injury, you face the dual challenge of recovery and lost income.

Challenges for Freelancers

For example, if you injure your wrist or suffer from back pain, not only will it prevent you from working, but you will also experience a significant loss of income. Without sick pay, the financial burden falls entirely on you.

Practical Solutions to Protect Your Income:

• Income Protection Insurance: This insurance replaces a portion of your income if you’re unable to work due to illness or injury. It’s especially important for freelancers, helping you maintain financial stability during recovery.

• Critical Illness Cover: This provides a lump sum if you’re diagnosed with a serious illness like cancer or stroke. This coverage can help with medical bills or ease financial pressure while you focus on recovery.

• Private Health Insurance: Private health insurance allows quicker access to specialists and treatments, helping you recover faster and return to work sooner. It may also provide mental health support, which can be crucial during periods of stress or illness.

• Build an Emergency Fund: Having 3-6 months of savings can offer peace of mind if you’re unable to work for an extended period. This safety net helps you manage living expenses while recovering.

The Importance of Planning Ahead

It’s easy to overlook health coverage when you’re healthy, but having insurance and savings in place now can protect you down the line. Taking these steps early on will make the financial strain of illness more manageable and give you peace of mind when you need it most.

Looking Beyond Sick Leave: Supporting Employee Wellbeing Proactively

Now that we’ve discussed sick leave policies and ways to protect employee income, it’s time to shift focus to something equally important—prevention. By supporting employee wellbeing before illness strikes, employers can create a healthier, more productive workforce and a more positive work environment.

In this next section, look into some practical steps both employers and employees can take to reduce the risk of sickness and promote overall wellbeing in the workplace.

1. Understand the Root Causes of Sickness Absence in Your Practice

The CIPD report reveals that minor illnesses dominate short-term absences, while mental ill-health, musculoskeletal injuries, and stress drive long-term absences. These issues resonate strongly in architecture, where sedentary work, extended screen time, and the physical demands of site visits combine with the stress of juggling competing priorities.

What you can do:

• Track absence data: Regularly monitor and analyse sickness trends within your team. Identify patterns—such as recurring absences during high-pressure project phases—and act on them.

• Promote musculoskeletal health: Invest in ergonomic office furniture, offer posture advice, and encourage regular breaks during long design sessions.

• Offer mental health support: Provide access to mental health services and normalise discussions around stress and burnout.

2. Combat Presenteeism: Redefine the "Always On" Culture

One of the most concerning findings in the CIPD report is that three in four organisations observe employees working while unwell, leading to reduced productivity, slower recovery times, and even long-term health issues. In architecture, presenteeism is particularly common due to an "always on" culture, tight project deadlines, and a creative drive that makes people reluctant to step away.

What Leads to Presenteeism?

• Workplace culture: Employees may fear being seen as unreliable or worry about job security, especially in competitive industries like architecture.

• Remote work dynamics: The lines between work and personal life are blurred, making it harder to "switch off."

• Lack of supportive policies: Without clear communication about when and how employees should rest, presenteeism can go unchecked.

Practical Steps to Address Presenteeism

• Set clear boundaries: Encourage employees to log off at reasonable hours and avoid sending emails late at night or on weekends. 

• Encourage open conversations: Foster a culture where employees feel safe discussing their health and wellbeing.

• Lead by example: Senior architects and managers should model healthy work habits, demonstrating that it’s okay to take time off when unwell or leave work on time.

• Reassess project deadlines: Be realistic about timelines and resourcing to reduce unnecessary pressure on your team.

• Offer flexible working options: Allow employees to work from home or adjust their hours if they're recovering from illness or managing personal challenges.

3. Adopt a Holistic Wellbeing Strategy

The CIPD report shows a positive trend: 53% of organisations now have a standalone wellbeing strategy. However, many still take a reactive rather than proactive approach, leaving employees vulnerable to stress, burnout, and disengagement. Architecture practices need to embrace a culture of wellbeing that supports staff throughout their careers.

What you can do:

• Financial wellbeing: Rising costs of living affect employees across all sectors. Consider offering salary reviews, budgeting workshops, or financial planning resources to ease financial stress.

• Physical and mental health: Provide regular health check-ups, access to counselling, and resources for stress management tailored to the unique pressures of the industry. Employee Assistance Programmes (EAPs) are excellent options providing employees with confidential access to professional support for personal or work-related problems, including:

  • Counselling services for mental health and stress.

  • Advice on financial wellbeing, legal issues, or family matters.

  • Helplines available 24/7 for immediate assistance.

• Tailored support: Consider specific provisions for architects at different life stages, such as maternity/paternity support, menopause policies, or bereavement leave.

4. Empower People Managers to Drive Change

Managers play a pivotal role in employee wellbeing but often lack the training and resources needed to succeed. According to the CIPD, 42% of organisations train managers to support mental health, but much of the burden still falls on under-resourced teams. In architecture, where team leaders are often juggling their own projects, they need support to strike the right balance. Practices should invest in training managers and equipping them with skills in mental health awareness, absence management and conflict resolutions.

What Managers Can Do:

• Identify signs of presenteeism or burnout: Look for changes in productivity, mood, or engagement levels and check in with employees sensitively.

• Schedule regular one-to-ones: Use these to discuss wellbeing as well as workload and career goals.

• Refer to resources: Be a gateway to expert help by guiding employees to EAPs, occupational health services, or wellbeing programmes.

5. Design Workplaces That Inspire Wellbeing

As architects, you have a unique opportunity to shape environments that promote health and productivity—not just for your clients but for your own teams. From office design to flexible work policies, small changes can make a big difference.

What you can do:

• Prioritise workplace design: Create spaces with natural light, quiet areas for focused work, and communal spaces that foster connection.

• Offer flexibility: Allow hybrid working and flexible hours to accommodate employees’ personal needs.

• Encourage movement: Introduce initiatives like standing desks, walking meetings, or lunchtime yoga sessions to keep staff physically active.

6. Measuring Success and Staying Agile

Employee wellbeing is not a one-size-fits-all solution. Wellbeing initiatives must be adaptable to meet the specific and changing needs of your team. Here are key metrics and tools you can use to measure success:

Metrics to Monitor:

• Sickness absence rates: Track how they change after implementing initiatives.

• Employee engagement surveys: Use anonymous surveys to measure morale and gather feedback.

• Referral rates to EAPs or occupational health: A rise in usage can indicate employees are seeking help when needed.

Regular Feedback Loops:

• Focus groups: Ask employees what’s working and what’s not.

• Pulse surveys: Quick, regular check-ins to track employee sentiment.

Tools to Get Started:

• Culture Amp and Officevibe: Platforms to gather employee feedback and measure engagement.

• Health Assured: EAP and wellbeing platforms designed for UK businesses.

Building the Blueprint for Change

The challenges highlighted in the CIPD report are a call to action for the UK architecture industry. By improving sick leave policies, addressing the root causes of absence, empowering managers, and fostering a culture of wellbeing, practices can create a more resilient, productive workforce. Investing in employee health is not just the right thing to do—it’s the foundation of social well-being and sustainable success.

It’s time to design not only exceptional buildings but also workplaces that foster long-term well-being and sustainable success for everyone.