Sick leave: How does the UK compare to the rest of Europe?

When an employee is too unwell to work, employers need to support their recovery while arranging cover and managing workloads. Comparing sickness absence across Europe can help put UK figures into context, but differences in how countries record and measure sick leave need careful attention.

This guide examines how many sick days UK workers take compared with their European neighbours, explains where the figures come from and sets out what UK employers need to know about Statutory Sick Pay.

How many sick days do UK workers take? 

UK employers reported an average of 9.4 days of sickness absence per employee in 2025, up from 7.8 days in 2023 and 5.8 days before the pandemic in 2019 (CIPD, Health and wellbeing at work 2025). Mental ill health was the most reported cause of long-term absence, cited by 41% of employers . 

Sickness absence varies considerably across Europe, but comparing countries isn’t always straightforward. National systems differ in how they record time off, who is covered and how absence is defined. 

The WHO European Health Information Gateway reports average working days lost per employee due to sickness or injury, excluding maternity leave. The latest available data year varies by country: some figures run through 2024, while others are older. This means the data can offer a useful overview, but it should be treated with caution when comparing countries directly.  

For the UK, the ONS reported an average of 4.4 working days lost per worker in 2025, based on its Labour Force Survey. This is a UK-specific measure, so it shouldn’t be used to rank the UK against WHO figures for other countries. It is best understood as a snapshot of sickness absence in the UK and a way to track changes over time.  

Is there a winter peak? 

Winter illness and the return to work can make January feel like a peak time for sickness absence. One analysis of 2017 data from 706 organisations found 53% more sick days in January than the average for other months, as reported by HR Grapevine. 

ONS and CIPD publish annual sickness-absence figures, rather than monthly data that could confirm a January increase across the UK workforce. NHS England publishes monthly sickness-absence statistics, but these cover NHS staff only and shouldn’t be generalised to all workers. 

Which countries take the least sick leave? 

A 2019/2020 analysis by workforce management provider Mitrefinch reported that Switzerland had the lowest sickness absence, averaging 1.6 days per employee per year. Ukraine and Malta followed, at 4.1 and 4.2 days respectively. 

However, the research does not provide enough detail about its methodology or country-level data to confirm that these figures are directly comparable. Switzerland’s reported figure also cannot be independently verified against the WHO’s current sickness-absence indicator. 

For a clearer comparison, we can look to the OECD’s sickness absence statistics. These measure self-reported absence among full-time dependent employees and are reported in weeks per person per year, rather than days. As with any international comparison, it’s important to consider OECD’s methodology when interpreting the results. 

Which countries take the most? 

Bulgaria had the highest figure, at 22 days a year, more than four working weeks. In Bulgaria, employees generally need six months of social insurance contributions to qualify for state sick pay, and the employer pays the first three days.  

German workers averaged 18.3 days and Czech workers 15.4 days. Sick pay rules, healthcare access and how absence is recorded all differ between countries, so read the table as a broad pattern; the figures aren't directly comparable. 

The full rankings 

Average days of sick leave per year, by country. 

Country	Average days of sick leave per year
Switzerland	1.6
Ukraine	4.1
Malta	4.2
United Kingdom	4.4
Greece	4.8
Russia	6.3
Sweden	6.4
San Marino	6.8
Romania	8.0
France	8.4
Hungary	8.4
Estonia	8.7
Denmark	9.0
Ireland	9.2
Austria	9.7
Finland	9.9
Netherlands	10.0
Lithuania	10.2
Croatia	10.3
Belarus	11.2
Spain	11.6
Luxembourg	11.8
Belgium	12.6
Slovenia	13.5
Slovakia	14.2
Poland	14.2
Norway	14.6
Czech Republic (Czechia)	15.4
Germany	18.3
Bulgaria	22.0

Source: workplaceinsight.net 

What drives the differences? 

Sickness absence can be shaped by several factors, from employee health to the support available at work. The CIPD’s Health and wellbeing at work 2025 report highlights three key considerations: 

• Long-term health conditions: More working adults are living with health conditions that can affect their ability to work, contributing to higher absence levels. 
• Mental health and stress: Mental ill health, including depression and anxiety, was the leading reported cause of long-term absence. Stress was also among the main causes of both short- and long-term absence. 
• Workplace support and absence management: How employers address health risks, support employees who are unwell and manage their return to work can affect how long people are absent and their ability to remain in work. 

Altogether, these findings show why sickness absence is best understood in the context of workforce health and organisational support-not simply as an attendance issue. 

Statutory Sick Pay in the UK 

From 6 April 2026, Statutory Sick Pay (SSP) became payable from the first full day of sickness absence, and the previous waiting days were removed. The Lower Earnings Limit was also abolished, extending SSP eligibility to employees who previously fell below the threshold. The weekly rate is £123.25 or 80% of an employee’s average weekly earnings, whichever is lower, for up to 28 weeks. 

For payroll teams, this makes accurate absence of records from day one especially important. Recording absence dates, qualifying days, and earnings correctly helps employers calculate payments and apply eligibility rules accurately. 

How can employers manage absence well? 

If absence is affecting the work, these three steps help. 

Record absence accurately 

Log every absence and its reason, and look for patterns over time. In large or shift-based workforces, absences are easy to miss without a system. A time and attendance system records absence as it happens and passes it to payroll for SSP. 

Understand the causes 

Absence can come from ill health, stress, a difficult working environment, personal or financial problems, or something at work the person would rather avoid. Return-to-work conversations and absence data help you see which causes apply, so you can offer the right support. 

Address the cause 

Rewards for full attendance can raise attendance, but they can also push people to work while ill. Pair any scheme with support for physical and mental health, and with changes to the working environment where they are needed. 

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