**Carmarthenshire Council Faces Rising Sickness Absence: Staff in Some Departments Miss a Month Each Year**
Recent data has highlighted a significant challenge facing Carmarthenshire Council, as some departments report notably high levels of staff sickness absence. According to the latest council figures, employees in the environmental services section of the waste and infrastructure department were, on average, absent for 22.1 days in the past year, equating to nearly an entire month off per person. This revelation has prompted renewed discussion about sickness trends and their impact on local authority operations.
A deeper look into the statistics reveals that certain areas within the council are more affected than others. The housing team, for example, recorded an average of 20.6 days of absence per staff member, while those working in catering registered 18.7 days each. These numbers are considerably higher than the council-wide average, which stood at 11.48 sick days per employee for the year 2024-25.
Out of a staggering 76,552 working days lost to illness across the whole council, the majority—some 45,736 days—resulted from long-term sickness. Officials recently presented these findings to a council scrutiny committee, which examined the underlying causes behind the high rates of absence and discussed efforts underway to address the issue.
Paul Thomas, the council’s assistant chief executive, expressed some frustration with the current state of sickness absence recording. He noted that efforts were being made to gain a clearer picture, including detailed investigations into the true reasons behind sickness absences. Thomas acknowledged that, in some cases, staff might cite physical ailments, such as back pain, when the root cause lay elsewhere, such as issues with workplace bullying.
The committee also recognised that shifts in smaller teams can be particularly susceptible to spikes in absence. If several individuals are unable to take annual leave because their colleagues are ill, the pressure may push others to call in sick themselves, sometimes as a last resort to secure time off for family or holidays. Mr Thomas did not shy away from the topic, pointing out that uncomfortable details must be addressed openly. He also commended the role of mental health volunteers working at the authority as crucial in supporting staff wellbeing.
Carmarthenshire Council spent an estimated £9.59 million on occupational sick pay during 2024-25—a 13% jump from the previous year. Notably, this figure does not account for overtime costs or hiring temporary staff to plug the gaps. Stress, mental health problems, and exhaustion were cited in the committee report as the leading reasons for absence, far outstripping other causes.
In response, the council has expanded support services for staff struggling with ill health. Employee wellbeing manager Heidi Font detailed that eight in-house mental health therapists provide swift, direct support for workers in distress. Additionally, the council can now offer expedited medical appointments for staff and has arranged discounted rates with a private healthcare provider for those who seek additional private treatment.
The committee debate also touched upon challenges with monitoring and defining sickness absence. Councillor Gareth John remarked on his surprise that a clear, standard definition of sickness absence is still lacking across local government, complicating efforts to fully understand its costs and patterns. Ann Clarke, the council’s human resources manager, responded that her department does track trends, such as absences following a bank holiday, and that such patterns do trigger managerial interventions. However, Clarke acknowledged that the real, total cost of absenteeism remains elusive and that cases are growing more complex, with some staff facing care responsibilities or financial hardship on top of their health concerns.
When comparing Carmarthenshire to other Welsh councils, the report found that the authority’s average sickness absence rate in 2023-24 was the twelfth highest in Wales, with Powys reporting the lowest average at 9.2 lost days per full-time employee and Rhondda Cynon Taf topping the chart at 17 days. This aligns with national trends, as larger public sector employers typically see higher sickness levels compared to smaller or private sector organisations.
For context, a recent survey of 333 UK employers revealed that the most common period of absence nation-wide was much lower, at just 4.9 days per employee each year. This highlights the pressing need for public sector bodies like Carmarthenshire Council to address sickness absence robustly, both for the well-being of employees and for the effective delivery of vital local services.
As attention turns to the coming year, council leadership and staff alike face a complex challenge—balancing the support and compassion required for genuine illness with the managerial oversight needed to ensure the council can continue to deliver essential services to communities across Carmarthenshire.