According to research conducted by the Work Foundation, Lancaster University, workers who experience a decline in their health are more likely to quit their job if they do not have access to flexible work.
The Work Foundation’s report looked at data collected from 9,169 UK workers aged between 16-60 years old over a period of four years, from 2017/18 until 2021/22, with a focus on those who had experienced deterioration in their health. The report found that almost 9 percent of those who experienced a decline in health left the workforce at the end of the research. Nearly half of the workers left in the first year. Men were more likely than women to leave during this time (4.7%).
After a decline in health, workers with no job flexibility are four times more likely than those who have it to quit their jobs. Workers with little control over their work hours, pace, tasks and overall job structure are 3.7 times as likely to leave the workforce.
Employer Awareness but Limited Action
The report shows a disconnect between the awareness of employers of the impact of poor health on the performance of their workforce and the implementation supportive measures. Two thirds (64%) senior business leaders who were surveyed admitted that poor employee performance negatively impacts organisational performance. Only 48 percent of employers offer flexible working hours.
Only about a third of companies reported taking other preventive measures in addition to flexible work. About 36 percent of businesses said they assess the workplace mental health risks. Another 37 percent made adjustments to work pace, workload or role clarity.
Researchers at the Work Foundation describe this as a “knowledge to action gap”, and stress the need for employers and employees to work together to close this gap in order to maintain skilled workers and reduce the economic impact workforce health issues have on the economy.
Ben Harrison, Director at the Work Foundation of Lancaster University, said: “The UK Government’s ‘Get Britain Working’ agenda focuses on helping those who have left the labour market return. But if we don’t consider the factors driving people to leave the labor market in the first instance, we run the risk of treating symptoms instead of the cause.
It is evident that it is increasingly difficult to get someone back to work after they have left their job due to illness. In order to achieve the government’s goal of increasing the employment rate by 80%, it is essential that we take steps to stop the flow from those who leave work because they are sick and to find new ways for them to remain in the workforce.
Multiple health conditions increase the risk of leaving employment
Workers with multiple health problems are more vulnerable, according to the study. The study found that workers with one disability or condition were 1.5x more likely to quit their jobs after a decline in health compared to those who did not have such conditions. The likelihood of leaving work increased by 1.5 times for those who had one disability or health condition, and it jumped to 2.4 for those who had two.
Mental health can also affect employment outcomes. Workers with poor mental wellbeing who suffered a new disability, or a health decline, were 1.9x more likely to quit their job than those in good mental wellness.
Ben Harrison said: “We found that workers with multiple conditions, including mental health problems, are particularly vulnerable to early termination from their jobs.” But crucially, the evidence shows that employers can play a major role in retaining workers who are ill. Keep Britain Working must identify new ways that employers and the government can work together in order to offer this early intervention.
Recommendations for UK Government
The Work Foundation’s report offers several recommendations to address these concerns. The report urges the government to make sure that the upcoming Employment Rights Bill requires flexible and secure work arrangements starting on the first day of employment. The report calls for a revision of the Health and Safety at Work Act in order to address new workforce challenges including mental health issues, and strengthen enforcement measures for mental health assessments and prevention.
The report also recommends transforming occupational healthcare services for better access and coverage by large employers. It also suggests establishing a workforce health hub network integrated with public-health initiatives. The report calls for improvements in Statutory Sick Pay to promote employee retention and support phased return to work.
The research was co-authored by Lancaster University Professor Stavroula Léka. She stated, “Unlike other nations like Germany, Denmark, and the Netherlands the UK Government doesn’t provide adequate support for employers by coordinating preventative occupational healthcare services.
“65 percent of the business leaders surveyed acknowledge the importance occupational health, but only 37 percent offer these services to employees. The UK’s existing systems are clearly in need of improvement, as the number working-age people with major illnesses is expected to increase. “There is not enough emphasis on prevention and early interventions to support ill employees to remain in employment.”
