"Employers should take a broad approach to employee support, recognising that preventative, immediate, and ongoing interventions are interconnected rather than isolated efforts."
- Katharine Moxham, spokesperson for GRiD
Of those surveyed (500), 36% fund support for newly injured or unwell employees on a case-by-case basis. Group Risk Development (GRiD) warns this isn’t a practical approach.
When asked at what point support is provided, more employers said they offer it after a set number of weeks than from day one of absence (26% vs 20%). Worryingly, 19% don’t offer support until after a set number of months’ absence, as set out in the company policy.
Only 12% of employers stated that their focus was on preventative support to reduce the number of injured or unwell employees in the workplace.
“Every employer naturally hopes their staff can return to work and full productivity as swiftly as possible following an absence.
“However, this isn’t always the reality. Employers risk incurring prolonged and potentially costly support obligations, often without a definitive endpoint if they fund support on a case-by-case basis,” explained Katharine Moxham, spokesperson for GRiD.
She said: “Employers should take a broad approach to employee support, recognising that preventative, immediate, and ongoing interventions are interconnected rather than isolated efforts. While this support can be funded directly, taking advantage of the wide range of employee benefit options available is more financially effective and comprehensive solution.”
“Organisations that integrate support through employee benefits will also be better positioned to meet the needs of their staff and are likely to be better prepared for any policies or recommendations that arise from the ‘Keep Britain Working’ Review,” Katharine concluded.
