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09
Oct
North Yorkshire Police loses almost 250,000 hours to sickness amid absence concerns
Almost 250,000 working hours were lost to sickness at North Yorkshire Police last year amid concerns over comparatively high levels of long-term absence.
A report going before the York and North Yorkshire Police, Fire and Crime Panel next week reveals psychological ill health accounted for almost four in 10 of all working hours lost to sickness during 2025/26.
The report states North Yorkshire Police has some of the highest levels of long-term police officer sickness compared with other forces.
In total, around 246,822 working hours were lost through sickness during the year.
While psychological ill health represented just 12.2% of absences, it was responsible for 38.6% of all working hours lost.
Neighbourhood police at One Arch in Harrogate.
The issue is highlighted as one of the continuing workforce challenges facing the force, alongside retaining experienced officers and specialist staff.
A report prepared for the panel’s meeting on October 14 states:
High levels of long-term sickness, competition from external employers and the retention of specialist expertise remain key workforce risks.
North Yorkshire Police has 1,674 police officers and 125 PCSOs.
The force’s overall workforce, including officers, staff, PCSOs and Special Constables, has grown to 3,147 during 2026.
However, the report says the force has a relatively young officer workforce, with 51.9% aged under 41.
While recent recruitment provides a strong foundation for future staffing, it has also created challenges in specialist and investigative roles where experience and supervisory skills are particularly important.
The force says it has measures in place to support staff wellbeing and reduce the impact of sickness.
Police officers being briefed on an operation.
Its 2025/26 Wellbeing Pledge focused on “Mental Fitness and Resilience”, covering areas including stress awareness, burnout prevention, self-care and mental health.
Other support includes occupational health services, annual psychological welfare checks, trauma awareness training and mandatory support for staff working in high-risk roles.
Despite the sickness figures, a workforce survey found more than 86% of respondents said their manager fostered an environment of trust, while 75% felt their workload was actively monitored and 92% said they were treated fairly by colleagues.
The report concludes there is “substantial assurance” that the force has effective arrangements for recruiting, retaining, developing and supporting its workforce.
However, it adds:
NYP continues to experience comparatively high levels of long-term sickness absence, particularly relating to psychological ill-health, which has a disproportionate impact on operational capacity.
The report also identifies shortages of specialist skills, future retirements and competition from outside employers as continuing workforce risks.
The panel will consider the report when it meets on Wednesday next week.
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