The new CBI/Pfizer Absence and workplace health survey 2010 has been published.
The full report can be downloaded from www.cbi.org.uk
Key findings are:
· At an annual cost of £16.8 billion, absence remains a significant burden to the economy.
· The average direct cost was £595 per employee.
· The average indirect cost was £465 per employee.
· Loss of productivity is seen as the single most important cost followed by the actual cost of sick pay and the cost of staff to cover for those who are absent.
· Long term absence accounts for less than 10% of absence but makes up more than 20% of working time lost.
· The majority of short term absence is caused by minor illnesses, coughs and colds, followed by back pain and then non-work related stress.
· The biggest cause of longer term absences is back pain, followed by non-work related stress and then other musculo-skeletal conditions.
· Crucial to reducing absence is close monitoring and management by line managers, followed by greater investment in active, clinically led, absence management.
· The most important action by line managers is the contact they have during the absence followed by their understanding of the health problem and its impact on returning to work.
· Two-thirds of respondents do not have confidence in the training received by GP’s to make the most of fit notes.
· 75% of employer’s operate employee “wellbeing” policies.
· 9 out 10 employers offer rehabilitation support.
· The most important benefits of investing in a wellbeing programme are reduced absence levels, a more productive workforce and improved staff morale.
The Department for Work and Pensions achieved a 30% return to work after 12 months. Wellness4Work achieved 74% *
The core of the Wellness4Work programme is based on the highest quality case management that has proven results in returning employees to the workplace following injury or illness. The programme works by identifying absences at an early stage, and supporting employees and HR through the absence and return-to-work process. Through the programme, supportive arrangements are implemented that increase the likelihood of an early return, ensuring a seamless reintegration back into the workplace.
Wellness4Work plan can be integrated with all benefits provided by the employer. This may include:
- Income protection benefits
- Private medical insurance
- Cash plans
- Critical illness plans
- Ill health early retirement assessments
- Employer’s liability / injury at work
- Employee assistance programmes
- Return-to-work funds for non-insured staff.
Integrating these benefits with the Wellness4Work programme will maximise the utilisation of benefits packages already provided, whilst reducing the overall cost of absence. It is also possible to include ‘planned absences’ into the programme to ensure a return to work is achieved following planned events such as maternity leave, planned elective surgery and acute medical events. W% of those on long-term disability back to work
*Source: JobCentre Plus Pathways to Work: Official Statistics (October 2010) and Heath Lambert internal statistics.