Employers can’t influence events beyond the workplace, but they can certainly take steps to provide their employees with a supportive environment and tangible solutions to address their wellbeing concerns. 

It is common knowledge that good employee wellbeing is key to minimising sickness absence and promoting a happy, healthy – and above all, productive – workplace. But how can organisations achieve this when there are so many wellbeing issues and opportunities facing employers? From mental health concerns, with over half of employees experiencing a mental health problem while in employment, to physical health and personal issues, there are plenty of potential topics that employers need to be aware of. Employers can’t influence events beyond the workplace, but they can certainly take steps to provide their employees with a supportive environment and tangible solutions to address their wellbeing concerns. Paul Avis, Marketing Director of Canada Life Group Insurance, explains how positive employer communications, effective absence management and use of services like Employee Assistance Programmes and vocational rehabilitation can prevent and resolve wellbeing problems.

Employee wellbeing is now high on many businesses’ agendas rather than merely an afterthought when addressing sickness absence. There is an obvious link between having a happy, healthy workforce and improved productivity. And the Government has acknowledged it believes ‘improvements in employees’ wellbeing may be conducive to economic growth.’[1] But how can organisations effectively enhance employee wellbeing, prevent potential issues and provide effective solutions when faced with wellbeing challenges? It is incumbent upon employers to understand the key issues affecting employee wellbeing. The Health and Safety Act of 1974 makes this is a legal obligation. (7)

Mental health is one area that has attracted growing attention in recent years, not least because stress and mental ill-health are among the top four causes of long-term absence.  Stress is the leading cause of absence for non-manual workers[2]. Over half of UK employees have suffered from mental health problems while in employment, with stress and depression the most commonly experienced issues[3]. The causes of mental health problems are rarely clear-cut, but sometimes it’s the workplace itself that leads to these kinds of illnesses. One in five (19%) employees we surveyed said their workplace has had a negative impact on their mental health.(3) Having a high pressure or stressful role, an unsustainable workload, excessive working hours and unpleasant interactions with colleagues can all lead to issues with mental health.

Stress is one of the areas of mental health most commonly talked about in the context of employee wellbeing but depression is also quickly becoming a growing issue.  An analysis of calls made to EmployeeCare (Canada Life Group’s Employee Assistance Programme) showed calls seeking help for depression increased 40% in Q1 2015 compared to the same quarter in 2014. Calls about stress increased 9% over the previous 12 months[4]. Depression might not attract the same attention as stress, but employers need to be aware this is a significant problem and must be taken seriously.  

The workplace also has a bearing on our physical health. The type of environments we work in can easily encourage or dissuade healthy lifestyles.  How many times have you found yourself indulging in office snacks, or hurriedly eating lunch at your desk? Sedentary office jobs do little to encourage an active lifestyle. Illnesses can also spread quickly around an organisation, particularly when working at close quarters. Working from home seems to be a healthier option. In a Canada Life survey, at-home employees ranked their health as 8.1 out of ten, compared to 6.1 working among employees in an open plan office.[5]  But not all staff have the option of flexible working.

So what are employers to do when faced with this myriad of wellbeing issues? The importance of Employee Assistance Programmes (EAPs) should not be underestimated. An EAP is a strategic and cost-effective way of assisting with wellbeing problems, allowing staff to identify and resolve personal concerns that may affect their wellbeing and job performance. Many insurance contracts now offer ‘embedded’ Employee Assistance Programmes so employers and staff can benefit without any additional cost to their insurance policy.

The services offered by an EAP can involve a blend of short-term solutions and focused support, such as counselling, money and debt management advice, child and eldercare information and legal guidance.  Additionally there is employee assistance for emotional and workplace issues and management guidance on handling workplace situations. It is important to remember that employees do not have to actually be experiencing a problem in order to use the service, as there are many other positive benefits of regular engagement for lifestyle guidance. The key is having an effective communications programme. Throughout the year there are specific opportunities to promote the use of an EAP.  For example, National Walk to Work Week or Healthy Heart Week are great times to promote physical health.  Materials for promoting these aspects are readily available, such as posters, flyers and guides on specific health topics, and they will encourage a healthier workplace all year round. 

Having regular, positive communications helps to enforce the message that an employer cares about the health and wellbeing of their staff, and will not ‘punish’ them for bringing to light issues effecting their health or productivity. Too often employees suffer in silence because they think their employer will not take their concerns seriously or treat them differently as a result. Efficient monitoring of sickness absence is also vital to identify those who are taking time off with symptoms which could end up in a much longer period of leave, if left untreated. At a basic level, this comes down to having effective policies in place and making sure these are adhered to. Absence notifications need to be done properly: a text message or voicemail isn’t enough. Employers need to speak to the absent employee and fully capture why they need time off. If it becomes clear a member of staff is taking time off for reasons that could be resolved, for example, stress due to  an excessive workload, then steps can be taken to prevent the issue from becoming a long-term problem. 

Unfortunately, some wellbeing problems will not be prevented through the workplace and can result in a long-term absence. The cost of sickness absence is often high up the list of organisational concerns for an employer – particularly as Statutory Sick Pay (SSP) must be funded for the first 28 weeks of absence – so early involvement in absence and maximising rehabilitation support is prudent. This is where Early Intervention Services (EIS) offered alongside Group Income Protection products can come into play. At Canada Life, we offer a ‘day one’ early intervention service alongside our Group Income Protection products. All insured employers are able to access case-specific, vocational rehabilitation support immediately after an employee has called in with a relevant cause of absence. This includes telephone support which is staffed by a team of in-house nurses and recommendations for early intervention. The aim is to manage employee absence effectively and find the best possible outcome for all involved, which in many cases is a speedy return to work. Small and medium employers particularly benefit from vocational rehabilitation support, as they often do not have occupational health resources in place, which means they would benefit from help with managing complex employee health scenarios. De-personalising the return to work programme is essential for SME clients who have built businesses with their employees. 

We have found that 86% of its EIS referrals are returned to work in the first 6 months or so[6]. Referring employees early means employers benefit from reduced short-term absence costs and sustainable Group Income Protection premiums in the long-term.  Good employee wellbeing is not just a ‘nice to have’.  it’s a vital requirement for employers who want their business to thrive and be productive. Poor wellbeing leads to absence, removing valued staff from the workplace, incurring significant costs and often resulting in a detrimental impact on the staff who remain. Making the most of services like Employee Assistance Programmes and vocational rehabilitation helps employers to prevent wellbeing concerns becoming issues and tackle them head-on if they do.