SICKNESS among workers at a Teesside council is costing the authority more than £3m a year.

Despite improvements in the sickness levels among Stockton Borough Council staff in the past four years, the council failed to meet Government targets last year and further measures are planned.

A review, which is being unveiled at a council cabinet meeting today, shows that while Stockton is among the best authorities in the Tees Valley at reducing its absence levels, it wants to improve further.

In 2001-2, each worker took an average of 11.4 days off work. That fell to 11.03 in 2002-3, and 10.93 in 2003-4.

Last year, the figure was 10.59 days, but the Government's target was 9.48 days.

In comparison, during 2003-4, average council staff absence at Middlesbrough was 15.2 days, at Hartlepool 13.2 days, at Darlington 11.2 days, and at Redcar and Cleveland, 10.8 days.

Stockton council hopes that next year it will be closer to the Government's target, and has recommended a number of measures, including more detailed absence monitoring, compulsory training for supervisors and managers, and more information for staff.

Councillor Bill Woodhead, chairman of the council's corporate policy review select committee, said: "Stockton is one of the region's best performing authorities in tackling sickness absence, and the success of our measures for achieving this speaks volumes.

"I hope the committee's work will add to these.

"Continuously improving the way we manage sickness absence will both reduce the causes and provide better support to help those who are sick back into work.

"Nobody wants to be sick, so that's obviously better for them, but it will also mean we can devote more of our resources to delivering essential services to the public."

The select committee worked with council officers, trade union representatives and others, and considered good practice, within the council and in other groups.

In 2003, the council reviewed its absence management, introducing procedures, guidance and support to promote a healthier workforce, including:

* a back care programme, with advice, physiotherapy and fitness programmes;

* training in coping with and managing stress, along with counselling;

* support in quitting smoking;

* occupational health services.

There are now schemes to improve work-life balance, such as flexi-time, part-time and home working.

Colds, flu, back and joint pain and gastric problems are the most common reasons for short-term absence. Psychiatric illness and back and joint pain are the leading reasons for long-term absence.