The total cost of employee sickness to the government has been estimated at £17.4 million for 2025, according to new data released under the Freedom of Information Law.
Across the public sector workforce a total of 85,964 days were missed due to sickness in 2025, a steep rise from the 2024 total of 75,317.
The number of sick days – which initially formed part of the States Annual Report and Accounts – translate to an average of 9.7 sick days per employee, up from 8.8 the previous year.
The increase in employee absence has coincided with the government’s ongoing civil service recruitment freeze – an initiative adopted by the States Employment Board in August 2024 to curb public sector spending.
A workforce metrics report covering the period between 31 July 2024 and 30 June 2025 previously found Jersey’s health service struggling with spiking staff sickness rates.
It revealed, in the relevant period, a total of 844 absences linked to stress and anxiety across the Health Department: 696 short-term and 148 long-term.
The data can be further viewed in the context of a damning report by Professor Hugo Mascie-Taylor, in 2022, in which serious concerns were identified about governance and workplace culture at the Hospital.
In 2025 alone, according to an FOI request made by the JEP, an average of 13.7 days were taken by Health and Care Jersey employees – the highest of any government department.
In a statement, director of workforce at Health Care Jersey Stephen James said the figures should be “considered in the context of comparable British healthcare providers, where similar workforce trends are being experienced across the healthcare sector”.
He further argued that “improvements in transparency and the strengthening of reporting processes in recent years have led to more accurate and consistent recording of absence across the organisation”.
Nevertheless, Mr James acknowledged that the figures may “prompt concern” and described the department as making efforts to reduce employee absence.
“Since January 2026, sickness absence levels have reduced every month. In April 2026, the average number of days lost per employee stands at 13.1, indicating early progress driven by targeted action and improved workforce support.
“We are firmly committed to sustaining this momentum through continued proactive management, a strong focus on early intervention, and a clear emphasis on employee wellbeing.
“Our objective is to ensure that employees are supported effectively to remain or return to work”, he concluded.
The ongoing statistical increase in employee absence is not limited to Health, with four government departments reporting average sick days missed per employee in excess of the UK Civil Service average of 8.2.
Information contained in the FOI request reports 12.9 sick days per employee taken in the Employment, Social Security and Housing department in 2025 and 11.6 days missed due to absence in Infrastructure and Environment.
Across People Services – the department responsible for gathering employee absence data – an average of 8.8 sick days per employee was taken.
These figures can be contrasted with the Economy Department, in which civil servants were off-sick for an average of 4.9 days, and Digital Services, which reported an average yearly absence of just 4.5 days per employee.
The Justice and Home Affairs, Children, Young People, Education and Skills and Treasury Departments as well as the Cabinet Office also reported a rate of average sick days per year at less than the UK Civil Service average.
While a breakdown for the reasons behind employee absence was not revealed in the FOI requests, the figures come at a time when the government is attempting to sustain employee welfare while reducing public expenditure.
From 1 January to 31 December 2025 – for example – 36,187 days were missed across the public sector due to long-term sickness absence – defined as a period of continuous absence of more than 20 working days.
A Government of Jersey spokesperson said: “The increase in average sick days was anticipated following the introduction of a government-wide campaign last year to strengthen the accuracy of sickness absence reporting and enable earlier, more effective prevention and intervention to support colleagues’ to remain in and return to work.
“The “Absence Matters – Let’s Get it Right” campaign equips managers and employees with practical tools and clear guidance to actively manage attendance, address absence issues promptly and constructively, and ensure a consistent, supportive approach across the government.
“In addition, government has put in place a comprehensive framework to support employee wellbeing and attendance, including access to an occupational health scheme, proactive signposting to support services, a confidential helpline, and staff networks. Together, these measures foster a culture of accountability, early support, and inclusion, ensuring colleagues are supported to remain in and return to work wherever possible.”
In January 2026, though, government chief executive Dr Andrew McLaughlin recommended that the ongoing public sector recruitment freeze be retained throughout the four-year term of the next government amid increasing pressures on States finances.
He told the JEP the freeze should “continue for the whole of the next government, but certainly for the rest of this calendar year”.
