Supporting Health & Wellbeing in the Workplace
A recent article published in the Guardian newspaper , highlighted how a lack of workplace Health & Wellbeing support could lead to an extra 600,000 people leaving the British workforce in the next decade due to long-term health conditions.
More than 3.3 million adults are expected to become economically inactive by 2035, according to analysis by the Royal Society of Public Health (RSPH), costing the UK £36bn a year.
Poor occupational health has impacted UK business for decades and while many laws have been introduced over time, I recall Dame Carol Black’s report "Working for a healthier tomorrow" (2008), which highlighted the high economic cost of poor health in the workforce and called for reforms.
Managing Occupational Health
Managing Occupational Health will be different depending on the risks faced by your organisation. Generally higher risk workplaces with activities such as using chemicals or exposure to noise will need health surveillance services as part of their management controls (see Arinite Factsheet 0228 – Health Surveillance). Even those with low-risk work environments, may still need support such as Employee Assistance Programmes (EAP) for managing workplace stress or ill health absences.
Legal Framework and Policies
Organisations should understand and comply with the legal framework for supporting people with health conditions to stay in work, built primarily around the Equality Act 2010 and the Access to Work scheme.
Employers must make reasonable adjustments by law that remove or reduce disadvantages related to a person with for example a disability. Reasonable adjustments can include:
- Adjusting working hours or allowing flexible working
- Modifying duties or reallocating tasks
- Providing special equipment or assistive technology
- Making physical workplace changes
- Allowing additional breaks or time off for medical appointments
- Providing information in accessible formats
- Allowing working from home
Creating a Supportive Environment
A supportive work environment enables employees to talk about their health needs and request help when necessary, which is fundamental to helping them return to work in the event of ill health absence. The key is building an organisational culture where employees feel comfortable disclosing their conditions without fear of discrimination or judgment.
Flexible Work Arrangements
Flexibility in how and where work is completed is crucial, including options for remote work, medical appointment breaks, and emphasising health over strict deadlines. This addresses the time and energy conflicts that many people with chronic conditions face when trying to balance work and health management.
Good Management Practices
Early Conversations: Start by understanding the employee's privacy preferences and needs through open dialogue.
Interactive Process: Work collaboratively with employees to identify what adjustments would be most helpful, rather than making assumptions.
Manager Training: Ensure managers understand how to identify potential health issues and to support employees sensitively and effectively.
Documentation: Maintain appropriate records while respecting confidentiality requirements.
Regular Reviews: Check in periodically with those who needed workplace adjustments, were referred for health reviews, or are having regular time off work with sickness.
Arinite Factsheet 0210 – Health Risk Management may be useful to organisations who have yet to assess workplace health risks.
Addressing Common Barriers
Research shows that barriers often include negative organisational attitudes, employees' reluctance to disclose conditions due to fear of discrimination, and lack of knowledge among managers about the impact of health conditions on work. Addressing these requires cultural change, education, and clear anti-discrimination policies.
The overall goal is enabling employees to manage their health while remaining productive and engaged at work, which benefits both the individual's wellbeing and the organisation's performance.
Summary
Reducing economic inactivity has been a challenge for successive UK Governments since the Pandemic and tackling the increase in welfare benefits to those who cannot work is a focus area. The UK’s Equality Act 2010 requires employers to make reasonable adjustments for employees with disabilities or health conditions including flexible hours, special equipment, and workplace modifications.
The Government would like to see a raising in the minimum standards of support for employees across all workplaces, while also helping and encouraging businesses to go further. Investing in staff and line managers benefits both employees and employers as it improves workers’ health and wellbeing while strengthening the overall health and performance of organisations.
Contact us
Arinite clients worldwide appreciate we provide practical, no-nonsense advice about what you need to do to establish and maintain a safe and healthy working environment.
Our team of Global locally based health and safety consultants take pride in keeping health and safety simple.
If you need to call upon our expert assistance, or just for an informal chat, please call our office +44 207 947 9581, or type an enquiry to: https://www.arinite.co.uk/contact-us/.
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