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Sedgwick's Workforce Absence and Disability Trends Report 2026

Sedgwick, a renowned leader in risk and claims administration, has recently unveiled its latest Workforce Absence and Disability Trends Report, presenting essential insights into the evolving landscape of employee absence management. With a focus on key trends from 2025 and projections for 2026, this report serves as a vital resource for human resource leaders facing increasing complexity in compliance and worker expectations.

Key Findings from the Report

The insights shared in the report underscore significant trends impacting workforce dynamics. Sedgwick's team of experts pooled their knowledge to answer pressing questions related to compliance, employee wellbeing, and the integration of technology in the workplace. Here are some of the standout trends highlighted:

1. Evolving Generational Workforce Needs: Today's employees value comprehensive, adaptable benefits that support a variety of personal circumstances, emphasizing a need for holistic wellness.
2. AI Adoption: As organizations utilize advanced technologies to enhance efficiency across employee benefits, there are also risks associated with this transformation.
3. Mental Health Concerns: A marked increase in mental health-related absences is becoming evident, with stress and burnout taking a toll on productivity across sectors.
4. Rethinking Return-to-Work Strategies: Shifts in workplace flexibility require innovative approaches to reintegrating employees after leave, making this an area of focus amidst changing expectations.

Predictions for 2026

Looking ahead, the report also outlines critical predictions that may shape the workplace environment in the coming year:

• - Increased Federal Regulation: As upcoming elections could reshape the regulatory landscape, organizations must remain vigilant in monitoring changes that could impact absence policies.
• - Expansion of Paid Family and Medical Leave (PFML): With no federal mandate in place, many states are moving towards implementing paid leave, potentially affecting up to 17 states in the near future.
• - Adjustments in the Pregnancy Workers Fairness Act: Proposed changes could modify provisions related to pregnancy and potentially narrow existing definitions to reflect current dialogues.
• - Innovation in AI Solutions: Enhancements in data-driven decision-making might allow for more proactive management of employee absences.

Highlight from Company Leaders

Sedgwick’s President of Workforce Absence, Marwan Shiblaq, emphasized the necessity for organizations to remain agile in the face of regulatory changes and evolving employee needs. He noted, "Today's rapidly changing environment requires employers to stay informed and make strategic decisions regarding their disability and leave policies. Our report aims to equip HR leaders with the knowledge necessary to navigate these conversations effectively."

David Setkzorn, Sedgwick's Senior Vice President of Workforce Absence and Disability Practice Leader, echoed this sentiment, urging employers not to delay in adapting to emerging legislation and trends. "Regulatory developments won't wait, and neither should employers looking to stay ahead of the curve," he stated.

Conclusion

Sedgwick’s Workforce Absence and Disability Trends Report serves as a critical guidepost for HR leaders, emphasizing the importance of adapting to the evolving landscape of workforce dynamics. As organizations prepare for the discussions surrounding these trends, the insights provided by Sedgwick will be instrumental in ensuring compliance, optimizing resources, and fostering a healthy workplace environment. For more details on the report, interested parties can visit the Sedgwick website.

Sedgwick continues to position itself at the forefront of risk and claims management, assisting clients in navigating the unpredictable nature of workforce management. With a workforce of over 33,000 across 80 countries, Sedgwick remains committed to delivering solutions that address the complexities of today’s employment landscape.