TfL Faces Upcoming Strikes Amid Sickness Rate Concerns

“There was a ‘fine balance’ between improving absence rates ‘but not at the cost of people feeling that they’re coming to work when they shouldn’t be,'” stated Dr. Sam Phillips, highlighting the delicate situation at Transport for London (TfL). Currently, the overall sickness rate at TfL stands at 6.3%, which translates to almost 418,885 sick days taken by employees.

In response to rising absenteeism, TfL has joined the Keep Britain Working Review, emphasizing mental health support for its workforce. This initiative aims to reduce employee absence as part of a broader government strategy.

However, labor tensions are escalating. The RMT union has called for a strike among London Underground drivers, with just under half of these drivers expected to participate. The strike is scheduled in two 24-hour segments starting midday on Tuesday and Thursday.

During the strike periods, some tube lines—including the Piccadilly, Waterloo & City, and Circle lines—are anticipated to have no service. This disruption comes at a time when TfL is also proposing a four-day work week, a plan supported by the Aslef drivers’ union but opposed by the RMT.

Eddie Dempsey from the RMT criticized TfL’s approach: “The approach of TfL is not one which leads to industrial peace and will infuriate our members who want to see a negotiated settlement to this avoidable dispute.” His comments underscore the rising frustration among workers.

In light of these developments, TfL’s chief operating officer Claire Mann asserted that everyone has the right to travel around London without facing discrimination. She emphasized that acts of antisemitism will not be tolerated.

The last tube strike occurred in September 2025, marking a significant point in labor relations within London’s transport sector. With ongoing negotiations and plans for new work schedules, the situation remains fluid.

As TfL navigates these challenges—balancing employee well-being with operational demands—the next steps will be closely monitored by both management and unions alike.