According to GRiD’s research, which was conducted by the industry association for the group-risk sector 1 in the UK, a majority of employers (74%) believe that the government does not support the health and well-being of employees.
Two thirds of employers (66%) said that their employees were affected by the inability to receive mental health support. Employers say that the following areas of health and well-being are affected by a lack state support:
- Access to preventative health care is not available (65%).
- Unable to get support for your physical health (62%).
- Inability to receive financial assistance if employees are sick or injured (56%)
According to GRiD these concerns are double: employers care deeply for the health and well-being of their employees who, without adequate assistance, could potentially experience poor health outcomes that can impact their entire lives. Increased absences and decreased productivity are also likely to be the result for an organization when employees cannot receive the support they need.
Katharine Muxham, spokesperson of GRiD said: “The UK lags far behind other G7 nations when it comes to productivity. Both the Government and employers must address this issue. The health and well-being of employees is a great place to begin. It is true that the state has shifted its focus from providing support to employers to filling this gap. “Those who don’t take advantage of the opportunity may find themselves at a disadvantage when trying to attract and retain top talent.”
Support all areas of health and well-being
Employers must consider all four aspects when choosing support for their employees. Support must be broad and deep, and not just provide support for employees who are ill or injured, but also preventive support in order to avoid health issues.
Employees can benefit from access to virtual GPs and second medical opinions, health apps and rewards for a healthy lifestyle. Support for vocational rehabilitation that draws on assessments, interventions and other services from a variety of healthcare professionals is also needed to help an employee return to work after being away.
Support should be provided to HR teams, line managers and employees. This can include legal and HR helplines, as well as mediation.
Employers should consider employee benefits such as life insurance, income protection, critical illness, and group risk benefits. These benefits are a powerful way to provide all of this support.
Katharine Muxham concluded that: “Changes to governments, policies and the economy have led to a shift in the expectations of employers for managing absences and rehabilitation. Employers can provide comprehensive support for their staff without being burdened if they choose the right employee benefits partner. Fresh fruit on Fridays is no longer enough for companies that don’t want productivity to drop.
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