In recent years, what we know as the traditional workplace has rapidly changed. Add to this Covid and a cost of living crisis and it’s not difficult to understand how many workers have been impacted in terms of their mental health and poorer wellbeing in general.
But, whilst the workplace might have been transformed, support systems haven’t been able to keep pace. This has resulted in people who are sidelined from work, when they could still contribute, effectively missing out because of a lack of flexibility and understanding.
Bearing this in mind, it’s worrying, but probably not surprising that the UK stands among the worst performers in workplace health for people with long-term ill health or disability in Europe.
Health limitations
The report, Work and Health: international comparisons with the UK, which compared 14 European nations, found that one in five UK workers (21%) have health limitations – one of the highest rates among working-aged adults in the EU15.
While there was a general decline in employment rates for those with health limitations across the EU15 between 2018 and 2022, in the UK the likelihood of younger workers (aged 16 to 24) being out of work more than doubled.
Younger generation most at risk
Further research r found that the likelihood of those aged 16-24 with health limitations being out of work more than doubled between 2018 and 2022 in the UK. For workers aged 55-64, the likelihood of being out of work due to ill health decreased in most EU15 countries, but increased in the UK.
Separate analysis by the Health Foundation found that mental health in the UK was worsening, according to a range of data sources. The research showed rates of poor mental health have at least doubled since 2010, with the greatest increase seen among those aged 16 to 34.
Non-work limiting mental health conditions saw the greatest increase, rising 12-fold since 2003. Although individuals with these conditions had an employment rate of 82% in 2023, matching that of those without any health condition, they were more likely to receive lower wages once employed.
Keep Britain Working
Last month a new “Keep Britain Working” review was launched which explores how to urgently support people with long-term illnesses or disabilities back into work, and to stay in work. The Keep Britain Working review is part of the plans unveiled by the government earlier this year in its Get Britain Working white paper.
More than a third of working age people have a long-term health condition and around a quarter are classed as disabled. People with disabilities are three times more likely to be out of work, the government said. So bearing all of this in mind, what can employers do to retain and support employees with health conditions?
- Early intervention is essential when it comes to workplace mental health so any issues can be actively identified and addressed at the first signs of distress. This can be done through regular check-ins, open communication and readily available support systems before problems escalate and become more severe.
- Training managers and giving them the tools they need so they can recognise early signs of burnout, promote a supportive work culture where employees feel comfortable discussing their wellbeing, and provide access to resources like Employee Assistance Programs (EAPs) and mental health first aiders.
- Fostering a supportive work environment where employees feel comfortable expressing their needs. Create open conversations around mental health and ensure that employees feel valued.
- Prioritising work-life balance by encouraging regular breaks, flexible working hours, holiday time and actively monitoring workloads to ensure fairness,
- Limiting working hours through the Working Time Directive to prevent exhaustion and burnout and managing your employee’s ‘right to switch off’
- Design employee incentives focused on improving workplace health. This should include wellness-related experiences, and accessible health tools, including fitness memberships or classes, healthy meal initiatives, ergonomic equipment reimbursements, mental health support access, and regular health screenings.
- Introduce proactive and integrated policies which support people to stay well and in work. Prevention is cheaper and easier than the cure.
How I can help
For advice and support when it comes to updating processes, procedures and policies, please email caroline.robertson@actifhr.co.uk