Sub heading for print only: Improving the health and welfare of staff is significantly more important than reducing absence
There has been increased focus on mental health and wellbeing in 2017; the ‘Heads Together’ campaign supported by Princes William and Harry has raised awareness about the taboo around speaking of mental health and prime minister Theresa May has also called for a review of mental health in the workplace.
Alongside other key initiatives it appears this attention is having a positive impact on employers. Nearly seven in 10 think their healthcare benefits are improving the health and welfare of their staff, as opposed to simply getting them back to work quickly (five in 10) or improving productivity (less than three in 10).
The Employee Benefits/Health Shield Healthcare research 2017 also found that while minor ailments such as colds or food poisoning are still the most common cause of major absence, mental health issues such as depression and anxiety are the second most common. Work-related stress is also a significant cause.
There has been a shift in the type of work that people do and fewer are doing physically demanding jobs, according to Health Shield insights. Around four in five employers state that their employees do a mentally demanding job and with other pressures including travel, childcare and the cost of living, it is important to consider the mental health and wellbeing of employees. It is reassuring to know that employers are growing increasingly aware of this.
Employers are focusing on mental health and wellbeing as part of their duty of care by promoting a sensible work-life balance, ensuring employees take their full holiday entitlement and reducing stress, which are seen as the top three things employees can be encouraged to do.
Nearly four in 10 employers have increased their focus on mental health and wellbeing support in the last 12 months and over half intend to do so in the next year, but employers also recognise the need to communicate the benefits offered to employees better than they currently do.
There are still potential hurdles in addressing the issue of mental health and wellbeing in the workplace because the most common absence strategies used by employers are early interventions by line managers and return-to-work interviews after the absence has already occurred. There remains a stigma attached to talking about issues surrounding mental health, which brings the potential for employees to suffer in silence and for issues to worsen over time. For those that do not currently offer employee benefits or that plan to do so in the next 12 months, resource and cost are the major barriers.
Employee assistance programmes have been offered for a number of years, however, we understand that every organisation has different needs so it is important to provide a choice, allowing tailor-made plans to suit the needs of the organisation. Having a counselling and support helpline can be a relatively low-cost way to allow employees to address problems as soon as they arise and independently; there are also options to include face-to-face counselling. We also feel there are other areas where employees need support that may fall out of the expertise of HR professionals, such as financial wellbeing and the effects of mental wellbeing on physical health”.
Currently, less than four in 10 employers have a wellness strategy that incorporates physical, mental, emotional and financial wellbeing, though half of those without are planning to do so.
Courtney Marsh is commercial director at Health Shield
