When an employee develops a health problem, the consequences can extend far beyond a few days of absence. The Government published an update to its Keep Britain Working programme on 23 September, setting out plans for what it describes as Britain’s first Workplace Health System.
The scale of the problem is substantial. Around 300,000 people with health conditions leave employment each year, while approximately 2.8 million working-age people are economically inactive because of ill health or disability.
The Government argues that earlier intervention could help more people remain at work rather than waiting until health problems have developed into long-term absence.
There is a useful lesson here for individual employers.
A business may understandably concentrate on managing sickness absence once an employee has already been away for a significant period. Earlier conversations can sometimes be more productive. Managers should know how to respond when someone begins struggling with their workload or health. Relatively simple adjustments to hours, duties or working arrangements may sometimes help an employee remain productive.
Return-to-work arrangements also deserve attention. Government figures suggest that someone absent for four to six weeks has a 96% chance of returning to work, whereas fewer than half of those absent for a year return.
For smaller businesses, losing an experienced employee can be particularly disruptive. Recruitment costs are only part of the problem. Knowledge, customer relationships and productivity can disappear with them.
Workplace health should therefore not be viewed solely as an HR matter. Supporting employees effectively can also be part of protecting the skills, experience and resilience of the business.
