Research indicates significant gaps in state support for employee health in the UK, stressing employers.
- 74% of employers express concern over inadequate state support for workforce health and wellbeing.
- Majority highlight difficulties in accessing mental health support as a critical issue.
- Employers identify challenges in accessing preventative, physical, and financial health support.
- A shift towards employers bearing responsibility for health support is observed.
Research by GRiD reveals that a significant majority of employers, 74% to be precise, express their dissatisfaction with the level of support provided by the state for employee health and wellbeing in the UK. This study underscores the growing pressures faced by businesses to ensure the welfare of their workforce.
An alarming 66% of employers have pointed out that their employees struggle to access mental health support, raising serious concerns about the implications for overall workforce productivity and individual wellbeing. This statistic highlights a critical gap in the current state-backed health support infrastructure.
The survey further reveals that a lack of access to preventative care (65%), physical health support (62%), and financial assistance for employees unable to work due to sickness or injury (56%) is affecting staff welfare. This lack of comprehensive support potentially leads to poor health outcomes, impacting both individual lives and overall business productivity.
Katharine Moxham, spokesperson for GRiD, articulates the urgent need for reform, stating, ‘The UK lags behind many of the other G7 nations in terms of productivity.’ She stresses that both the government and employers must address these shortcomings, with a shift towards relying on employers to bridge this gap noted as a growing trend.
Employers are encouraged to take a holistic approach to employee wellbeing, covering mental, physical, social, and financial aspects. The introduction of various support mechanisms like talking therapies, virtual GPs, and vocational rehabilitation support can significantly aid employee retention and productivity.
Furthermore, providing robust support systems for HR teams and line managers is crucial. Resources such as legal helplines and mediation assistance can help manage these enhanced responsibilities effectively, allowing companies to navigate the changing landscape of employee wellbeing support.
Conclusively, Katharine Moxham emphasises that while adapting to these changes may seem burdensome at first, selecting appropriate employee benefits can ease this transition. She notes that superficial incentives, like offering fresh fruit, no longer suffice for businesses aiming to maintain high productivity.
The shift towards employer-led health and wellbeing initiatives is crucial for maintaining workforce productivity and competitiveness.
