The workforce is currently facing a crisis in musculoskeletal (MSK) health, and many employers are struggling to manage the consequences. Musculoskeletal injuries, including back and neck pain, are major contributors to workplace absence and reduced productivity. Employees experiencing pain have lower energy levels, higher rates of absenteeism, and decreased productivity throughout the day. 35.2 million days were lost due to work-related ill health in Great Britain in 2022-23. MSK disorders accounted for 6.6 million of those lost days and was the second highest cause after stress, depression or anxiety.

Rising MSK health challenges post-pandemic

Since the pandemic, 400,000 more people are on long-term sick leave due to MSK conditions. This surge is linked to long waits for treatment, the shift to hybrid working, and increasingly sedentary lifestyles. Despite the urgent need for MSK health support in the workforce, a new whitepaper* reveals that employers often under-prioritise MSK wellbeing.

Fragmented approaches undermine MSK health management

The whitepaper, based on focus groups with 41 global wellbeing leads, consultants and HR professionals, highlights the fragmented and incoherent approaches to MSK health that prevail in professional environments. Participants universally agreed that “existing approaches to MSK health often lack strategic coherence and holistic integration, instead appearing fragmented and piecemeal.” Most organisational wellbeing programmes are ad hoc, lack strategy, and fail to include MSK health. Popular wellbeing topics like mental health, neurodiversity, and menopause often overshadow MSK health and take priority when it comes to the allocation of wellbeing budgets. 

Data silos and inconsistent formats hinder progress

The challenge is further exacerbated by disparate data silos, inconsistent data formats, and limited interoperability between platforms, which hinder comprehensive data aggregation and analysis. This leads to gaps in understanding and incomplete insights into MSK health issues, preventing effective promotion of MSK health and wellbeing.

Inadequate investment in preventative initiatives

Organisations frequently view MSK issues as the individual’s concern rather than an organisational priority. This perspective results in insufficient resources and support for proactive measures. MSK health initiatives are often compartmentalised across different departments such as human resources, occupational health, and health and safety, without a unified vision. This siloed approach misses opportunities for synergy and collaboration, leading to suboptimal outcomes and inefficiencies in MSK health management.

MSK health treated as a tick-box exercise

Preventative measures are often reduced to mere compliance with Display Screen Equipment (DSE) regulations, usually self-managed by employees. Many organisations are unaware that DSE assessments are necessary for work, home, and hybrid environments, including the use of phones. Only 10% of employers fully understand the regulations surrounding hybrid working. Consequently, interventions are mostly reactive, focusing on injury management and physiotherapy, with few examples of comprehensive, proactive approaches addressing broader MSK health determinants, such as exercise and posture improvement education.

A prescription for urgent change

To bridge the gap in MSK health within corporate contexts, a holistic approach is essential to promote a culture of awareness and prevention. Employers should adopt a fully integrated strategic approach that encompasses both physical and mental health, focusing on prevention and treatment of MSK issues.

An effective MSK strategy requires both digital and physical solutions, prioritising personalised care tailored to diverse demographics and needs. Digital MSK provision enhances access and scalability, accommodating the flexible and hybrid nature of modern workplaces.

Leveraging data for MSK health improvement

Organisations must invest in data management systems and analytical tools that facilitate the aggregation, integration and analysis of MSK health data. Training and support in data analysis techniques and visualisation methods empower wellbeing leads to extract actionable insights, harnessing the full potential of data-driven decision-making.

Towards a healthier, more productive workforce

With a robust wellbeing strategy and a nuanced understanding of MSK’s role in broader wellbeing, companies can nurture a healthier, more productive workforce. A comprehensive MSK support provider should offer both physical care and digital tools tailored to the workforce’s needs. Effective providers work collaboratively with employers, offering data-driven insights and behavioural change support to ensure solutions remain fit for purpose.

By addressing MSK health proactively and comprehensively, HR leaders can significantly enhance employee wellbeing and organisational productivity.

*EQL