TfL Pioneers Government Initiative to Combat Staff Sickness and Mental Health Issues
Transport for London (TfL) has emerged as a key player in a groundbreaking government effort to slash employee absence rates across the UK. The transport authority, one of the largest employers to participate in the 'Vanguard' group of the Keep Britain Working Review, is trialing innovative approaches to prevent staff from leaving work prematurely due to health concerns.
Alarming Sickness Statistics Prompt Action
In the 2024/25 period, TfL recorded a sickness rate of 6.3 percent, translating to nearly 419,000 sick days taken by staff. A detailed internal report revealed that long-term sickness accounted for 286,673 days, significantly outpacing short-term absences at 132,212 days. The average duration of sickness spells stood at 11.81 days, highlighting the persistent nature of health-related work disruptions.
This issue mirrors a national crisis, with an estimated 2.8 million people currently out of work due to long-term sickness across the UK. This figure represents one in five working-age adults, marking an increase of 800,000 since 2019.
Mental Health Emerges as Primary Concern
Mental health conditions were identified as the leading cause of long-term absence within TfL in 2025, responsible for 30 percent of all cases. Across London, the number of working-age individuals reporting work-limiting mental health conditions surged from 147,000 in 2014 to 236,000 in 2022, with a particularly sharp rise among 16 to 24-year-olds post-pandemic.
Minister for Employment Dame Diana Johnson emphasized the importance of addressing mental health in the review, stating, "Mental health, depression, anxiety - those are definitely going to be considered as part of what more employers can do to support individuals." She praised TfL's existing programs, including peer support systems for staff who have experienced workplace trauma.
Neurodiversity and Comprehensive Support Strategies
The review also focuses on supporting neurodivergent individuals, ensuring they have opportunities to enter and thrive in the workforce. Dame Johnson noted, "There's also an issue around neurodiverse young people, or people in general, and about making sure that they get the opportunities to get into work in the first place and then are supported when they're in work."
TfL is already implementing a range of initiatives to combat sickness absence, offering physiotherapy, addiction services, and trauma-focused counseling. Dr. Sam Phillips, Head of Health and Wellbeing at TfL, highlighted the delicate balance between reducing absence and preventing presenteeism, where employees work while unwell. "It's quite a fine balance to be had - obviously we want to improve our absence rates but not at the cost of people feeling that they're coming to work when they shouldn't be," he explained.
Collaborative Efforts for a Healthier Workforce
Deputy Mayor for Business and Growth, Howard Dawber, affirmed that City Hall and TfL are working closely with the Keep Britain Working team to support Londoners in staying employed. "This is part of a wider London programme, working closely with the NHS, employers, the skills sector and other partners to help ensure more Londoners are able to find and stay in good quality jobs," he said.
The findings from TfL's participation in the Vanguard group will contribute to a series of recommendations for businesses nationwide, aiming to create a more supportive and sustainable work environment. As one of the UK's major employers, TfL's proactive stance sets a precedent for addressing the intertwined challenges of mental health, neurodiversity, and employee well-being in the modern workplace.
