Research by GRiD reveals a lack of focus on preventative health care among employers.
- Only 9% of employers prioritise prevention in health and wellbeing support.
- 57% of employers offer health and wellbeing support after a set period of absence.
- Prevention initiatives include mental, physical, social, and financial health support.
- Mental health support is deemed most beneficial by 50% of employers.
In a recent study by GRiD, findings indicate that less than one in ten employers make prevention their primary focus when it comes to health and wellbeing support, with the aim of preventing staff illness at the outset. This contrasts with the 57% who provide assistance only after a certain period of absence, and 33% who start from day one. GRiD advocates for a greater emphasis on preventative measures.
Katharine Moxham, spokesperson for GRiD, emphasises the importance of preventative measures, stating, “The goal should be to mitigate the number of sick days by prioritising preventative measures, but with rehabilitation readily available too.” Although prevention might not be the leading priority for many, a myriad of health and wellbeing benefits that do incorporate preventative care are provided by employers.
The research highlights that employers significantly prioritise mental health support, with initiatives such as stress management and access to Employee Assistance Programmes (EAPs) being predominant. Such mental health initiatives are integrated into preventative care by 57% of employers. Additionally, preventative support for physical health is offered by 56% of employers.
Support for social and financial health is also part of the preventative landscape, with 53% of employers providing social health initiatives, such as organising social events or facilitating voluntary work opportunities, and 49% offering financial planning and debt consolidation support. This demonstrates a diverse approach to employee wellbeing.
Employers deeming mental health support as most beneficial reflects a changing priority in addressing workplace health challenges, a sentiment shared by 50% of employers, with physical health following closely at 49%, and social and financial health at 46% and 42% respectively.
The availability of various employer-sponsored benefits such as private medical insurance, EAPs, and group risk benefits like life assurance and critical illness cover further enhances the reach of health and wellbeing initiatives. Employees are encouraged to fully utilise these resources, which include health checks, gym memberships, counselling, and incentives for healthy lifestyle choices.
Preventative care remains an underprioritised yet crucial aspect of employee welfare, with the potential to significantly reduce absenteeism and improve productivity.
