Category: Sickness absence and disability · Reviewed by Chrissie Anderson, Client Executive · Last reviewed 2026-06-10
Mental health absence is workplace absence caused by mental health conditions including anxiety disorders, depression, bipolar disorder, stress and adjustment disorders, OCD, eating disorders and psychosis. It is now the single largest cause of long-term workplace absence in the UK private sector, and according to Group Risk Development (GRiD) data accounts for approximately 50% of group income protection claims. The CIPD Health and Wellbeing at Work survey reports comparable findings.
Category: Sickness absence and disability Also known as: MH absence, psychological absence Scale: ~50% of long-term group IP claims (GRiD data) Related concepts: Mental health support employee benefit, Stress claim employer, Reasonable adjustments Equality Act 2010
Mental health conditions are clinically classified under the International Classification of Diseases (ICD-11) and the Diagnostic and Statistical Manual (DSM-5-TR). For workplace and group risk purposes, the conditions are recognised on the basis of medical certification by a GP, psychiatrist or clinical psychologist; the Statement of Fitness for Work commonly references “anxiety”, “depression” or “stress at work” as the cause of absence.
A mental health condition can amount to a disability under section 6 of the Equality Act 2010 if it has substantial and long-term adverse effect. The employer’s reasonable adjustments duty (ss.20–22 EqA 2010), and the employer’s general duty under s.2 HSWA 1974 (extending to mental health risk assessment per the HSE Management Standards), are both highly relevant. Statutory Sick Pay applies regardless of cause.
Group IP cover applies on the same terms as for physical illness — the policy assessment is based on satisfaction of the policy definition of incapacity, regardless of the diagnosis category. Group PMI mental health cover varies between insurers; modern policies usually include an outpatient mental health limit and access to psychiatric and CBT providers. Most modern group IP policies include integrated mental health rehabilitation services.
A senior project manager is signed off with severe depression after a period of sustained workplace pressure. The employer engages OH, runs an EAP referral, and notifies the group IP insurer at week three. The insurer’s rehabilitation team arranges CBT and a structured return-to-work plan. The deferred period (26 weeks) is reached; the employee is still off work and not yet ready for phased return; the insurer pays benefit. After a further 12 weeks the employee returns to work on a phased basis with adjustments — quiet workspace, reduced client contact, scheduled break breaks — agreed as reasonable adjustments under EqA 2010.
This entry is part of the Apex Insurance Wiki. Last reviewed by Matt Bartlett on 2026-06-10. Next review: 2026-12-10.
Apex Insurance Brokers Limited. Authorised and regulated by the Financial Conduct Authority, FRN 724952. Registered in England and Wales, Companies House 07014570. This entry provides general information about UK insurance concepts and is not regulated advice. Consult your insurance broker on your specific position.
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