An examination of employer support for employee health reveals gaps in coverage.
- Only two in five employers offer physical health support for injured or ill employees.
- Mental, social, and financial health support are also under-provided.
- Support funding on a case-by-case basis has significant drawbacks.
- Group income protection emerges as a more effective strategy.
In the realm of employee support, a recent report by GRiD, the industry body for the group risk sector, indicates a worrying trend. Only 40% of employers offer staff any support for physical health to aid those injured or newly ill in returning to work. This assistance generally includes access to private treatment or vocational rehabilitation, reflecting a narrow commitment to employee wellbeing.
Further analysis reveals that 38% of employers offer support for mental health through means like Mental Health First Aiders, Employee Assistance Programmes, and counselling. Additionally, 38% extend support for social health by involving employees in work events. Financial health support lags slightly behind, with 36% of employers providing resources such as budgeting advice or discount vouchers.
Katharine Moxham, spokesperson for GRiD, addressed these figures, stating: “While it is good to see employers thinking broadly about their staff in these situations across the four main pillars of physical, mental, social, and financial support, these figures are low. We would like to see more employers prepared to support their workforce through these difficult times.”
Among the employers who provide varied health support, 33% noted physical health support as the most beneficial, followed closely by mental health at 31%, and financial health at 29%. This hierarchy underscores the perceived importance of physical health in the employment context.
The report also highlights substantial challenges concerning the funding of such support. Currently, 41% of employers fund health support on an ad-hoc basis, resulting in potential inefficiencies. This approach risks being costly without guaranteeing thorough and equal coverage for all employees, exposing businesses to potential discrimination claims.
Ad-hoc funding necessitates employers acquiring clinical expertise to ensure appropriate support pathways, which can delay positive outcomes. Without systematic support, employers might fail to address long-term and complex health conditions effectively.
Group income protection emerges as a robust alternative, providing comprehensive financial, preventative, and rehabilitative support, which employers are encouraged to explore. This method offers a balanced and effective solution to support staff sustainably.
Employers must enhance and systematically fund health support to ensure equitable, effective outcomes for all employees.
