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Health of theWorkplace 3May 2009
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Introduction
The economic landscape has changed significantly since our last Health
of the workplace report in 2008. In Health of the Workplace 2, we
reported an increasing appetite for workplace wellbeing. The mood was
positive and there was a real sense that the time was right to embed this
enthusiasm and move forwards by putting workable solutions into place.
What a difference a year makes.
While Dame Carol Black and Lord McKenzie have continued their efforts
to tackle the estimated 100bn annual cost of sickness absence and
worklessness associated with working age ill-health, little has changed,
with the most notable developments coming towards the end of the year:
I October 2008 welfare reforms came into effect that put the focus firmly on
capability rather than disability in a drive to encourage as many of the
current incapacity claimants back to work as soon as possible.
I November 2008 the government accepted the recommendations
made by Dame Carol Black in her report; Working for a healthier
tomorrow to introduce the new concept of Fit Notes.
Moving the focus away from incapacity to focus on capacity isdefinitely a step in the right direction. But, how Fit Notes will work in
practice, and the actual impact they will have on sickness absence rates
when they are introduced next year is still open for debate particularly
amongst the GP population.
The UK has now entered a period of recession and the Governments
focus has shifted away from the health of the nation to the health of the
economy. Our experience shows that the health of the economy and the
health of society are intrinsically linked. We understand that sociological
and economic changes can significantly influence an individualsmotivations, beliefs and behaviours.
And, biosocial factors including an individuals ability to cope with
adversity can also impact an employees resilience in difficult times.
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Our Health of the Workplace 3 research confirms that GPs are already
concerned that employees are under unprecedented levels of pressure at
the prospect of increased workloads and reduced job security a view
which is shared by business leaders. But, with employers under increased
pressure to protect their bottom line and no fiscal incentive to invest in
occupational health and disincentives in some cases, many are facing a
contradiction between the need for investment in employee health and
wellbeing and the financial priorities for the businesses.
Even when the economy was growing, the nations healthcare
professionals were predicting that a time bomb is ticking for the UKs
health. When you overlay the effect the current economic climate could
have on the nations stress levels (and health in general), the strain on the
NHS, industry and therefore the UK economy could be immense.
It was for this reason that the 2009 Health of the Workplace Report is
focused on how the current economic climate is affecting employees
wellbeing, as well as investigating what methods employers and
employees are using to help them cope with the situation.
We hope that you find the report findings and our recommendationsinsightful and informative.
Gil Baldwin
Managing Director, Aviva UK Health
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This new report once again surveys employers, employees and GPs on
workplace health issues. We highlight the impact that todays social and
economic environment is having on the health and wellbeing of the UKs
workforce both now and in the future.
Key themes include:
I workplace stress levels (incidence, cause, support and coping methods)
I changing workplace dynamics
I productivity levels and absence levels
I employee benefit provision.
Highlights from this years report include:
I Stress Nation Nearly nine in ten employers (86%) admit that
they need their employees to work harder than they ever have
before, while 80% of business leaders and 91% of GPs think that
stress-related illness will be the biggest occupational health issue
of 2009.
I Limited support Nearly six out of ten workers think that the
current climate at work is making both them and their colleagues
feel stressed and under pressure yet only 25% of companies offer
counselling services.
I The days of sickies and long lunches are over as workers
struggle through regardless of how well they feel The Sick
Note culture is a thing of the past and presenteeism is increasing with
more that one in two workers struggling into work when they are ill.
Just 4% claimed they were likely to call in sick more often in the
current climate. And, 57% of GPs agreed that employees are not
taking sick days when they are unwell.
Health of the Workplace 3
executive summary
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I A dangerous game to play Not only are employees going into
work when they are ill, they are also working longer hours with 37%
failing to take their lunch break. Nearly half of workers are struggling
to sleep due to work related-stress, whilst a third are suffering from
neck and backache. When you consider that over half of GPs say their
patients are using alcohol and drugs to deal with increasing workplace
stress the situation could pose a serious health and safety risk.
I Balancing investment in workplace wellness with cost savings
Over six in ten business leaders think that investment in employees
health and wellbeing is a luxury that few businesses will be able to
afford this year. However, nearly nine in ten employers believe that
the current economic climate makes it even more important to
protect the health and wellbeing of its staff. A view supported
by employees.
I Employers are looking at wider cost saving initiatives before
investing in their employee benefits Few employers have cut
spending on PMI (12%), Group Income Protection (8%), Group Life
(7%) and counselling services (9%). Instead they are focussing onrecruitment and promotion freezes (40%) to save money.
I But, there are few signs of new investment There appears
to be a real contradiction between what employers would like to
provide, and what they feel able to. Despite being aware of the
importance of protecting employees health, just 1% of businesses
plan to introduce new health benefits this year.
I Size does matter The size of a business hugely affects its views on
workplace health and the impact of the economic environment. Wefound that while larger companies (businesses with 250+ employees)
believe that rising stress levels will increase employee absence, very
few businesses with less than 250 staff (14%) think that sick days
will increase. Similarly, whilst larger companies believe that
productivity will fall, SMEs feel it may even rise.
I Incentivising services Employers continued to cite a lack of
incentive as a main reason for them not introducing workplace health
and wellbeing initiatives. This year, the most favoured approach was
tax incentives, compared to subsidised occupational health in 2008.This further confirms the validity of the recommendations NERA
made in the report they produced on our behalf.
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Stress Nation
The current economic climate means that employers are expecting more
from their employees and openly admit that workloads are increasing.
Nearly half of employers (44%) admit that their staff are having to work
harder than ever before to ensure
the business remains afloat. At the
same time, there is little reward for
employees with 40% of
employers introducing pay and
promotion freezes.
Nearly 60% of workers think that
the current climate is making both
them and their colleagues feel
stressed and under pressure. They
are increasingly worried about job
security and are finding their working life increasingly stressful and more
demanding than ever before.
80% of employers thinkthat stress-related illness willbe the biggest occupationalhealth issue of 2009 andover 60% of employersthink that the stress of thecurrent economic climate ismaking employee sicknesslevels rise.
Source: Health of the Workplace 3 research.
9 out of 10 GPs believe stress-related illness will increasedue to the recession.
Source: Health of the Workplace 3 research.
GPs view Health of the Workplace 3 research.
0%
20%
40%
60%
80%100%
Insomnia/sleepingproblems
Anxietyattacks/
panic attacks
Depression Loss ofsex drive
Increase indigestiveproblems
eg, IBS
As a result of the current economicclimate, which of the
following have you/do you expect to see an increase in?
87% 77% 89% 50% 47%
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Source: figures based on Avivas Income Protection claims. December 2008.
Anxiety
Schizophrenia
Other
Bipolar affectivedisorder
Stress
Reactive depression
Top 5 reasons for mental health claims.
49%
18%
17%
4%
3%9%
I 442,000 individuals believed they were experiencingwork-related stress at a level that was making them ill.
I 237,000 people who worked in the 07-08 period firstbecame aware of work-related stress, depression or
anxiety. This is an annual incidence rate of 780 cases per100,000 workers.
I Self reported work-related stress, depression or anxietyaccounted for approx 13.5m lost working days in Britainin 2007/08.
Source: Health & Safety Executive Labour Force Survey 2007/08.
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Absence
The 2008 Health of the Workplace research found employers rating rising
sickness and absence levels as the
chief concern for all sizes of business.
Interestingly, in 2009, whilst increasing
absence levels remain a high priority
for larger companies, only 13% of
SMEs (businesses with less than 250
employees) feel that sickness absenceis their main concern instead they
cited lack of government incentives as the most important issue when thinking
about occupational health.
When probed deeper, it became apparent sickness absence levels were less of
an issue for SMEs because they felt that presenteeism will increase in the current
climate as employees continue to work despite being unwell. Whether this is
driven by paternalism (employers encouraging staff to pull together), or a fear
of losing their job, is not obvious.
Occupational health concerns and issues
Over a third of employers
think that stress-related
illness is the most important
issue when thinking about
occupational health.
Source: Health of the Workplace 3 research.
Presenteeism may cost the UK economy as much as 15.1bn
per year, with an additional 2.4bn required for recruitment and
re-training of staff who leave their jobs due to mental illness.
Source: Social Market Foundation: Shifting Responsibilities, Sharing Costs (2008)
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Increasing sicknessabsence
Lack of NHS support
Lack of Governmentsupport and incentives
Lack of employer
support for workplace
health initiatives
Ageing workforce
47%
23%
13%
6% 11%
Which one of the following is the most important issue when
thinking about occupational health?
Morale and productivity
Only 17% of employers think
employees will reduce their productivity
to help them deal with stress. In fact
nearly a third of employers think that
productivity levels will increase because
employees are worried about job
security and expect staff to pull
together in support of the business.
Size does matter
Larger employers (with more than 250 staff) are nearly three times more
likely than SMEs (businesses with 250 employees or less) to think that
absence and sickness levels will increase this year (38% compared to14%).
They are also over twice as likely to think that relationships will be strained
between colleagues. In fact, over a third of SMEs with less than 50
employees believe that staff will become closer as they pull together insupport of the business.
Sick Note culture is a thing
of the past with more that
one in two workers
struggling into work when
they are ill. Just 4%
claimed they were likely to
call in sick more often in
the current climate.
Source: Health of the Workplace 3 research.
GPs view Health of the Workplace 3 research.
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Health, performance and productivity
Our Health of the Workplace 2 research showed that 65% of employers
believed that healthy employees are more productive then unhealthy
employees a figure which has fallen to 53% this year.
Whatever the reason for this reduction, an employer would be
short-sighted to dismiss the impact looking after the health of their
employees could have on their business particularly as 90% of employees
believe that productivity is directly related to their level of health.
Adopting a pro-active approach to health and wellbeing offers many
benefits for all stakeholders. Recent research by NICE shows that physical
activity programmes at work can reduce absenteeism by up to 20 per cent,
while well-designed workplace wellness programmes can increase
employee job satisfaction and reduce staff turnover by between 10 and 25
per cent.*
This years Health of the Workplace research further substantiates that
workplace wellness programmes can have a positive impact on productivity
levels, with 64% of employees saying that they owed it to their company
to work harder if their employer invested in their health and wellbeing.
*NICE public health guidance 13. Workplace Business Case.
Improvement in employee health is a powerful way
to enhance performance and results, improve
retention of key staff and contribute to corporate
social responsibility.
Dr Doug Wright,
Head of Clinical Governance, Aviva UK Health
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Balancing investment in workplace
wellness with cost savings
Over 60% of employers think that the current economic situation means
that workplace health and wellbeing will be lower down the agenda this
year. In addition, nearly 70% of employers say that investment inemployees health and wellbeing is a luxury that few businesses will be
able to afford. This figure increases as the size of the company falls with
over half (57%) of companies with 250 or more employees agreeing,
compared to nearly three quarters (71%) of companies with less than 250
staff. This means that theres a real disconnect between the Governments
ambitions to encourage employers to rehabilitate absent employees and
what employers can realistically afford to do.
Incentives for promoting workplace health
Whilst HM Revenue and Customs confirmation that employers andemployees wont have to pay tax on annual health checks and medicals
is a step in the right direction, the findings of our research clearly
demonstrate the need to take this initiative a step further by incentivising
employers (particularly SMEs) to invest in employee health and wellbeing.
When probed, employers cited tax incentives as the most favoured
approach (compared to subsidised occupational health in 2008), a view
that was shared by 64% of GPs. We are pleased to see that this further
confirms the validity of the recommendations NERA made in the report
they produced on our behalf in 2006 and we will continue to work to
raise the profile of the numerous benefits tax incentives could bring tothe economy, the NHS and employers alike.
Employers are facing a contradiction between theneed for investment in employee health andwellbeing and the financial priorities for thebusinesses during the recession.
Source: Health of the Workplace 3 research.
Unlike the current tax arrangements, which arguably actas a disincentive for employers to invest in the health oftheir employees, an offset against National InsuranceContributions could grow the supply market significantlyand enable employers to embrace a new set of productsfocused on return to work benefiting the wholeworkforce.
Aviva, (the new name for Norwich Union Healthcare) NERA Report
Cutting the cost, reaping the benefits, Oct 2006.
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Despite having little money to invest, employers do recognise the benefits
of looking after their employees health and wellbeing with nearly 90%
believing that the current climate makes it even more important to do so.
This is a view supported by employees, with over two thirds (68%)
believing that their employers should be spending more on health and
wellbeing provisions to keep workers, as well as businesses, fit and healthy
during these tough times.
While its clear that employers prefer to look to the wider business first
cutting external training (34%), entertainment (46%) and introducing
recruitment and promotion freezes (44%) in order to save money,
employee benefits are being cut.
Not surprisingly its the softer benefits such as gym membership discounts
that go first, despite over half of employers thinking that these benefits are
good for the health of the business.
Few employers have cut spending on traditional insurance products such
as Private Medical Insurance (12%), Group Income Protection (7%) and
Group Life (6%). But, there are few signs of new investment, with only
1% of businesses planning to introduce new health benefits this year.
Employers recognise the benefit of
workplace wellbeing
Employers view Health of the Workplace 3 research.
Which of the following staff benefits have you cut spending on?
0% 10% 20% 30% 40% 50%
Entertainment
External training courses
Wellbeing measures
Sabbaticals
Subsidised gym memberships
Private health care
Counselling services
Group income protection
Life insurance
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Stress Management
Despite recognising rocketing levels of employee stress, just a quarter of
businesses surveyed offered an Employee Assistance Programme to their
employees. Worryingly, around one in ten (9%) of these employers are
either considering or have recently cut spending on counselling services.
The likelihood of counselling support falls with the size of the company
with 66% of companies with over 250 employees offering an Employee
Assistance Programme, compared to 11% of those with less than 50 staff.
Instead, employers are relying on flexible working hours, employee training
and social events to limit the impact of employee stress.
Not surprisingly, 41% of
employees feel unsupported
by their employers, and 80%
of GPs claim employers leave
workers unsupported to deal
with stress.
Three quarters of GPs believe
employers still cant spot
stressed workers which is not
surprising considering a third of
employees wouldnt tell their
boss if they were stressed a
figure which is likely to rise as
employees keep their problems
hidden for fear of becoming an
easy target for redundancy.
When asked how they felttheir employees would deal with stress, all employers cited drinking more
alcohol and smoking as the main coping mechanisms. This view was supported
by employees, with nearly a third saying that theyd drink more alcohol (32%)
and nearly a fifth (18%) saying that they would smoke more cigarettes.
Worryingly, nearly half of GPs (48%) said that their patients are using
alcohol and drugs to deal with increasing workplace stress.
It is absolutely key that employers
help support employees through
the events that they are having to
deal with as a direct and/or indirect
effect of the current economic
climate. Support systems like
Employee Assistance Programmes
are a simple way to manage mental
wellbeing and help employees takepreventative action as well as
providing advice on a whole host of
areas such as financial worries, debt
and redundancy.
Dr Doug Wright,
Head of Clinical Governance,
Aviva UK Health
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Employers view Health of the Workplace research.
Which of the following impacts do you expect the current economic
situation to have in the workplace this year?
0% 10% 20% 30% 40% 50% 60%
Productivity levels will actually increase
because we are all worried about job security
Staff morale will be low
Employee stress levels will increase
Relationships between
colleagues will be strained
Staff will be worried
about taking sick days
Staff will be worried
about taking holidays
Absence levels and sick days
are likely to increase
Staff will become closer as they pull
together in support of the business
Which of the following might you do to help you deal
with the effects of stress:
0% 5% 10% 15% 20% 25% 30% 35% 40%
Speak to your friend
Over eat / indulge in a poor diet
Drink more alcohol
Smoke more cigarettes
Exercise / go to the gym more
Self-medicate with drugs from the chemist,e.g. sleeping tablets, flu medication
Under eat
Speak to your manager
Take more sick days
Take drugs
Call a counselling helpline
Over 60 percent of employees felt that they and their
colleagues were under increased pressure yet 45% saidthat their company had no provision for dealing with stress.
Source: Health of the Workplace 3 research.
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Employees view Health of the Workplace 3 research.
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Cutting back on employee counselling services, or not offering
them at all, opens employers up to a number of risks including:
I no robust way for employees to report the problem
I no ability to prevent the condition escalating
I employee going off long-term sick with little warning
I no contingency planning meaning that other staff have to
pick up the workload potentially increasing stress
levels of remaining staffI no consistency when dealing with employee stress
I longer-term impacts due to employee burn-out
I employees using inappropriate methods to cope
I potential employee liability claims.
The benefits of counselling
Recent research conducted in association withPPC Worldwide one of the largest providers
of Employee Assistance Programmes, showed
that counselling dramatically increases the
likelihood of someone remaining in work and
returning following a period of absence. The
findings showed that 33% of employees
were absent from work at the time they had
their first counselling session with only
0.6% planning to return to work. By the lastcounselling session the amount of people not
at work had fallen to 13% with 8% of these
employees saying that they were planning to
return to work. In addition, three quarters
(74.7%) stated that the sessions had helped
them improve their wellbeing.
An employer who offers counselling services is in a far better position than
one who doesnt offer these services. In addition to the obvious benefits to
the employee, and helping to mitigate the above risks, our research shows
that counselling can also have a positive impact on employee absence.
A dangerous game to play
Employers offering an Employee
Assistance Programme are far more
equipped to prevent and treat
employee stress. Not only do they
give employees access to
independent, confidential advice
but many EAPs also offer support
and training for Line Managers
to help them identify the signsof stress.
Dr Doug Wright,
Head of Clinical Governance,
Aviva UK Health
An EAP will give you upto 14 return for every
1 invested in a full EAP
service.
Source: CBI, 2004.
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Far-reaching impacts
Work/life balance, healthy eating and exercise all play a key role in stress
management. Yet, employees are working longer hours, taking fewer
lunch breaks and spending less time on leisure activity. And, instead of
turning to their employers for help, employees are indulging in a poor diet,
smoking, or drinking alcohol to help them deal with stress. Only 18% of
people would consider doing more exercise.
In the recent years, obesity has been the key focus in the media notsurprisingly considering the Governments Foresight Think Tank estimated
that by 2050, 60% of men, 50% of women and 25% of children in Britain
will be clinically obese with related health problems costing more than 45
billion a year. The above behaviour is only going to exacerbate this issue.
We are already seeing a knock-on effect to employees health with
many suffering from insomnia (55%) depression (21%) and anxiety
(21%). A further 33% of employees are suffering from back and neck
pain a worrying statistic, considering that musculoskeletal problems
continue to be the most common cause of long term disability for the
under 45s at a cost to the country of between 3bn and 3.5bn in lost
productivity, medical treatment and sickness benefits every year. And,
nearly half of stress-related conditions manifest themselves from
musculoskeletal conditions.
Moreover, when you consider that a recent research article produced by
the Harvard School of Public Health suggested, of the seven million deaths
from cancer world-wide, 35% were attributable to nine potentially
modifiable factors such as diet, physical inactivity and smoking thelonger-term impact of increased smoking and alcohol consumption,
a poor diet and limited exercise could be far reaching.
There has been a great deal of coverage regarding the
financial impact of the recession on UK PLCs, but few have
stopped to think about the severity of the health issues
facing Britains workers. On top of the adverse effects of
stress itself, an unhealthy diet, limited exercise and increased
levels of smoking and drinking could have far-reaching and
long-term effects on the UK economy.
Dr Doug Wright,
Head of Clinical Governance, Aviva UK Health
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Even when the economy was growing, the nations healthcare
professionals were predicting that a time bomb is ticking for the UKs
health and the strain on the NHS, let alone on industry and therefore the
UK economy will be immense. When you overlay the impacts the recession
could have on the nations stress levels (and health in general), the results
could be significant.
In the current economic climate, thinking of your day-to-day
working life, are you likely to do any of the following:
0% 10% 20% 30% 40% 50% 60%
Go into work even when
you are ill
Work longer hours
Not take lunch breaks
Worry about work in theevenings / at weekends
Offer to take on morework / responsibility
Have less time for leisureactivities e.g. sport
Not admit to your bossthat you are feeling stressed
Call in sick more frequently
Struggle to complete my work load
Not take holidays
Not complain to colleaguesabout your company / workload
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Employees view Health of the Workplace 3 research.
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The GPs view
Whilst 14% of GPs felt that
attitudes to workplace health had
improved, almost a third (29%) felt
that attitudes to workplace health
were worsening. Eight out of ten
GPs believe the UKs employees will
be more likely to abuse alcohol,
and a third think drug problems
will rise in 2009. As previously
discussed, almost half (46%) ofUK GPs are already seeing their
patients abusing alcohol and drugs
because of stress, and 89% predict that levels of depression and requests
for anti-depressants will rocket this year.
When asked which workplace initiative would have the biggest impact
on health and wellbeing, GPs stated that employers should provide
flexible working, free counselling and fitness schemes to their staff.
Six out of ten GPs believetheir patients are strugglinginto work when ill due to fearof losing their job and almosttwo thirds of GPs (59%) thinkthat British employees,already working some of thelongest hours in Europe, areset to see their time at work
increase even more.Source: Health of the Workplace 3 research.
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Tax
incentives
TaxSubsidised
ocupational
healthcare
A
legalduty
toprovide
occupational
health
Better
pr
ovisionby
thepublic
sector
Better
pa
rtnerships
wit
htheNHS
Better
evidenceof
effective
practice
Other
0
10
20
30
40
50
60
70
What do you think would encourage employers to
implement occupational health measures?
GPs view Health of the Workplace 3 research.
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47%
5%1% 1% 2%
Employers have soleresponsibility
Its all about reciprocalresponsibility betweenemployer and employee
Employees should beresponsible for theirhealth, this has nothingto do with employers
Health care workers cando little to affect employeehealth in the workplace
Other
Whose responsibility
is workplace health?
Sick Notes vs Fit Notes
As previously mentioned, moving the focus away from incapacity to
focus on capacity is definitely a step in the right direction. Whether
Fit Notes will work in practice, and the actual impact they will have
on sickness absence rates when they are introduced next year is still
open for debate particularly amongst the GP population.
However, initial feedback from the GPs we questioned, gives us
some insight into the debate this initiative has sparked. Interestingly,
64% felt ill equipped to provide Fit Notes for the UK workforce with
a further 15% non-committal. When asked whether Fit Notes wouldhelp control sickness absence, only 2% of GPs strongly agreed.
GPs view Health of the Workplace 3 research.
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Conclusion
The impacts of stress, anxiety and depression should not be taken lightly.
It would be very naive to focus purely on the condition itself and ignore
the wider impacts mental illness, and leading an unhealthy lifestyle can
have on the health of individuals, the workplace and ultimately the
economy. And, it goes without saying, the factors contributing to stress,
also need considering.
Workplace wellbeing is still seen as the responsibility of all stakeholders
Government, employer, employee, and provider. Our Health of the
Workplace 3 research findings illustrate what a difficult position
businesses and indeed employees are in.
From an employees perspective, its all too easy to lose the balance
between work life and home life particularly in the current economic
environment. But, employees need to recognise that many of the coping
methods identified in this study could be detrimental to their health
further exacerbating the problem.
Whilst this report shows that many employees appear to be maintaining
their productivity despite working long hours, skipping lunch breaks and
de-prioritising leisure time, it also highlights that employees are alreadysuffering the effects of stress and going into work when they are unwell.
Even if a company has a highly motivated, resilient workforce how far
can these people be stretched before they reach breaking point?
It is for this reason that employees need access to advice and support
that helps them help themselves. Whether it is guidance on cutting back
on alcohol and cigarettes, doing exercise or healthy eating, taking a few
simple steps could have a real positive effect on their mental and
physical wellbeing.
But workplace health isnt solely the employees responsibility, employers
also have a key role to play in changing their employees behaviours and
there are a number of ways in which they can help.
Firstly, they can look at their cultural environment. The Health of the
Workplace report clearly demonstrates that in many cases employees
are not taking a lunch break yet employers have a duty to ensure that
employees are taking at least their statutory breaks under their Working
Time Regulations. By promoting a culture that encourages staff to take
a break at lunchtime ideally to eat a healthy lunch, go for a walk and
switch off from work theyll have a positive effect on morale,
productivity and their employees health.
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Employers can support these cultural changes with a range of
occupational health solutions. And whilst its clear that budgets are tight,
when it comes down to a choice between saving money and investing in
the health of staff, employers should think carefully before choosing to
stop investing in employees health.
Wellness management need not be complicated, or costly. Taking a few
simple steps could make a real difference. Examples include, introducing
early intervention activities that red flag certain conditions identified via
the absence reporting mechanism, the pro-active management of stress
via EAPs and introducing online health management tools to encourage
staff to lead a healthier lifestyle.
According to The Royal Institute of Public Health (RIPH) The evidence
suggests that wellness programmes have a positive impact in areas such as
staff turnover and productivity, and that programme costs quickly translate
to financial benefits through cost savings or additional revenue generation.1
The Chartered Institute of Personnel and Development (CIPD) agrees,
suggesting that in terms of employee health, forward-thinking
organisations recognise that managing their human resource is asimportant to success as control of financial and capital
resourcesThrough an investment in people, organisations can achieve
excellence and maintain a leading edge.2
The introduction of tax incentives will almost certainly encourage more
employers to purchase occupational health benefits, but its now unlikely
that the Government will introduce such an incentive in the near future.
Its therefore up to the other stakeholders, particularly intermediaries and
healthcare providers, to educate employers on the benefits of
occupational health provision and work with them to tailor solutions
which help prevent and tackle their companys personal risk areas, within
their budget.
What is clear is that theres no one size fits all solution, and its essential
that employers invest in the right workplace wellness benefits for their
company and recognise that whist return on investment may not always
come overnight, taking small steps to tackle key risk areas such as stress,
could over time reap returns that far outweigh the initial outlay.
1. www.riph.org.uk/pdf/workplace_wellness.pdf2. www.cipd.co.uk/subjects/health/occpnhlth/occhealth.htm?IsSrchRes=1
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About the research:
GP Research
Aviva commissioned health research experts Mede Connect to recruit a panel of
201 General Practitioners from across the UK to complete a comprehensive
online survey. This panel is representative of the 40,000 GPs in the UK in terms
of gender, ethnicity, practice type and location, and reflects the regional
proportions of the UK. The research was conducted on 4 March 2009.
Employer Research
The research was carried out online by Opinion Matters/Tickbox.net between2 March and 6 March 2009 amongst a nationally representative sample of
211 UK Decision makers.
Opinion Matters/Tickbox.net is a leading market research organisation,
carrying out consumer, corporate and niche market surveys online amongst
a 50,000+ member panel. Opinion Matters/Tickbox.net follow the codes
of the MRS (Market Research Society) and are fully registered and compliant
with the Data Protection Registrar.
Employee Research
1006 interviews were conducted by Redshift with UK men and women
taking place between 3 and 8 March 2009. Online interviews carried out
with a randomly selected, regionally nationally representative sample
of UK panellists aged 18 and over.
Redshift Research is a UK-based market research agency. They design and
fulfil both business market research programmes, tailored to the needs of
business to business audiences, as well as consumer market research studies.
Redshift Research are members of the MRS company Partnership scheme
About our health business
Established in 1990 as Norwich Union Healthcare and re-branded to Aviva
in 2009, we now provide a range of private medical insurance, income
protection, occupational health and group life products and services that cover
over 2,400,000 lives. We are one of the largest providers of income protection,
group life and private medical insurance in the UK.
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About our occupational health business
Aviva Occupation Health UK Limited, a sister company of Aviva Health
UK Limited provides occupational health solutions and services to a wide
range of industry sectors. By utilising their large fleet of purpose built
mobile clinics and approved medical centres, staffed by a team of
experienced occupational physicians and nursing staff, the services are
designed to meet the individual needs of clients.
Aviva Health UK Limited is authorised and regulated by the Financial Services
Authority and is a member of the Association of British Insurers and theFinancial Ombudsman Service.
Employer Solutions
We understand the needs of our clients are varied and changing. From
militating against short-term employee absence to improving bottom-line
productivity, for most employers ensuring staff are healthy and happy at
work is a key priority. Thats why weve developed Employer Solutions.
Employer Solutions is a range of health, insurance and protection-based
options that work together, or as stand-alone solutions helping to meet
a range of employer needs. At its heart, Employer Solutions offers:
I Absence Solutions three modules that form the basis of an
integrated absence management program that can work on their
own or as part of a broader solution that includes existing
occupational health programmes.
I Wellness Solutions a range of preventative health products and
services that aim to identify any potential employee health risks early
on and enable employers to put in place a range of options that keepemployees in tip-top condition.
I Protection Solutions a range of options that includes traditional
Private Medical insurance, Income Protection and Group Risk
products combined with a selection of Occupational Health services
to enable employers to help control short and long-term absence and
ensure that any regulatory liabilities are met.
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Aviva Health UK Limited. Registered in England Number 2464270.
Registered Office 8 Surrey Street Norwich NR1 3NG.
This insurance is underwritten by Aviva Insurance UK Limited. Registered in England Number 99122,
Registered Office 8 Surrey Street Norwich NR1 3NG.
Authorised and regulated by the Financial Services Authority.
Aviva Health UK Limited, Head Office: Chilworth House Hampshire Corporate Park Templars Way
Eastleigh Hampshire SO53 3RY.
www.aviva.co.uk/health
Health of the Workplace
Our annual Health of the Workplace study provides a snapshot of
occupational health in Britain today. Now in its third year, the Health
of the Workplace research is designed to undertake detailed analysis into
the opinions of employers, employees and GPs about workplace health
issues that affect them.
The reports goal is to uncover the most important issues facing health
in the workplace, understand current debates, and to suggest solutions
which will help both employers and employees.
To achieve this, we worked with three specialist research agencies to
survey 200 GPs, 200 employers, and more than a thousand employees
to build a detailed picture of occupational health in the UK in 2009.