By Kay Needle, Early Intervention and Rehabilitation Expert at Generali UK Employee Benefits

In our role, which involves helping organisations support their people to return to work after sickness or injury, it’s common to hear employers say: “it’s not my place to ask about medical”. At the same time, it’s common for GPs to say: “it’s not my place to advise about work”. This arguably leaves a gap in employee support. We call this the health work gap.

It’s a significant gap. Only just recently, the Institute of Public Policy Research called on government to invest in a radical set of reforms to help employers improve wellbeing, reduce absence and boost productivity in the workplace. It’s their view that tackling rising ill-health in the UK is key to delivering on the government’s aim of boosting economic growth.

But there’s a lot that employers could be doing right now to help improve wellbeing, reduce absence and boost productivity. Things that don’t cost anything extra. In other words, why wait for potential government reform.

Our latest #Wellbeing360 podcast, discusses this topic, with the help of our guest Dr Julie Denning, Chartered Health Psychologist, Managing Director of Working To Wellbeing, and Chair of the Vocational Rehabilitation Association. Here are some top takeaways from that discussion.

Why is there a health work gap?

Julie: Where employers are concerned, I think there can be a fear of getting it wrong. It’s easier to steer clear of any conversations with employees that risk veering into medical territory.

And where medical practitioners are concerned, their priority is getting people well. Work may not come into that, for them.

But this is where Vocational Rehabilitation (VR) can really add value. VR can advocate for the employee, helping them explain their health needs to their employer. VR can also help the employer, helping them meet their obligations to their people. Such expertise can help GPs too. It’s effectively someone else looking out for their patient, considering their needs from a work perspective and a biopsychosocial (whole person) perspective.

Kay: It’s also about supporting those with chronic conditions to stay in work.

Julie: Yes, and finding creative ways to do that; changes to working hours, job structure etc. We also need to rethink, and challenge, the need to be 100% fit for work.

Impact on people, business and society

Kay: That’s right. Even when people can’t work their full role, there are other options that mean they can stay in some form of good work. But it’s typically the case that a GP will sign them off sick. It’s very rare to see a sick note with detailed guidance about how to support the individual to stay in, or get back to, work.

VR professionals can help here too, supporting all parties, helping people with chronic conditions to stay in work and thrive, and helping them back to work when absent.

It’s encouraging to see that recent – and potential future – government reforms targeted at employment, should also help those with chronic conditions. For example, from 6 April this year, it became possible for UK workers to request flexible working from day one, requiring employers to accommodate this as far as is reasonable.

It used to be the case that an individual had to be in a job for six months before they could submit such a request; a potentially very difficult period of time for someone with a chronic condition. For example, having to battle the daily commute during the busiest time of the day for six months, as opposed to having the flexibility to adjust work times to avoid that challenge, or to work from home full- or part- time.

The new government, in its New Deal for Working People, seems to be looking to extend flexibility and protections for workers too. For example, extension of parental leave, sick pay and protection from unfair dismissal from day one for all workers. Also, the right of all workers, no matter their earnings, to sick pay from the first day off work.

The role of line managers

Julie: VR can help people self-manage their chronic conditions symptoms and to communicate their needs with line managers. Wellbeing Action Plans (WAPs) are really useful here. Employees can use these to detail their symptoms and the actions needed to manage flare-ups at work. Plus, any issues that come out of the blue that might affect their work or ability to work. Having a WAP ensures that everything is clear and transparent for both employer and employee. It helps remove any undue stress.

Kay: On the subject of stress, data shows that mental health issues are high amongst the young ‘economically inactive’ in the UK.

Out of the 2.8m economically inactive due to long-term sickness, more than half a million are aged between 16 and 34, and over a third of those are struggling with mental health problems – including depression and anxiety.

For many of these people, these are secondary conditions, associated with a physical condition. The health work gap only serves to exacerbate this problem, because people aren’t always getting the support they need – to get back to, and stay in, work – when they need it.

Julie: Having a co-pilot, in the shape of a VR professional, can make all the difference in the journey back into work.

Listen to the full episode as part of our #Wellbeing360 podcast series, here.

Disclaimer:

All information contained herein represents the views and opinions of the author as of the date of writing and is provided for general information only. Nothing herein constitutes or is intended to constitute financial or other form of advice and no individual should rely upon the information provided in making a specific investment decision without first seeking independent professional advice.

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