Dealing With Stress In Your Workplace?

Posted on by Allison Caine

Workplace stress affects productivity. It affects the physical and emotional health of your employees.

It is a leading cause of sickness absence – in fact, statistics show that stress is behind one in even five visits to the GP as it causes an array of symptoms – some more obvious than others. You can find out more about the symptoms of stress in a previous OHBM article here.

As an employer you should carry out sufficient risk assessments to identify areas of potential stress. And tackle any problems identified.

OHBM uses audit tools to identify stress issues. We can refer at short notice to experienced psychologists for stress management, assessment and treatment programs.

For more information about how workforce stress has the potential to affect your business, contact OHBM today.

How To Stop The Spread Of Infectious Illnesses Throughout Your Workplace

Posted on by Allison Caine

Illnesses and infections such as influenza and norovirus are are very contagious, and can spread quickly in a workplace environment, leading to increased levels of sickness absence amongst employees.

Infection can be spread through indirect contact with a person with an illness. For example, when employees touch phones, computers, or other devices, germs can be spread from person to person with ease. Worryingly, some viruses can live on hard surfaces for up to 72 hours.

In work environments where many people work closely together it can seem as though the spread of these illnesses is unavoidable. However, there are things that can be done to minimise their spread, and their impact on the sickness absence levels within the company.

1. Regular hand washing
A process as simple as cleaning your hands can seriously reduce the amount of germs spread between people. Eighty per cent of infectious diseases are transmitted by touch, and by washing hands frequently and thoroughly, illnesses like these could be reduced.

As an employer consider educating employees about the importance of washing their hands after using the toilet, and before having lunch. The WHO provides the following infographic teaching how to properly wash your hands, and advises that the task should take as long as it takes to sing Happy Birthday twice.

How to wash your hands

How to wash your hands – by The WHO

2. Hand santisation
Encouraging the use of hand sanitiser amongst staff can also help prevent against the spread of illness. Consider installing hand sanitiser in company WCs or distributing bottles amongst staff. Non-alcohol based hand sanitiser solutions form a barrier on hands which protect against germs and bacteria, such as norovirus, for several hours.

3. Encourage infected employees to stay at home
To avoid transmission of viruses amongst employees, it is vital that those infected with the illness don’t return to work while they are still ill. Make employees aware that for illnesses like norovirus they should not return to work for 48 hours after their symptoms have gone. Returning early could be the difference between one employee sickness absence, and a large chunk of the workforce.

4. Keep on top of cleaning
If there is an outbreak of infectious illness amongst your staff it could be wise to draft in professional cleaning staff to clean and sanitise the area asap.

Illnesses do happen, but by following these simple rules for effective hygiene your workforce could protect itself against high levels of sickness absence, and the associated impacts to your business. For further information about reducing sickness absence, contact OHBM.

What Are The Effects Of Sickness Absence On Your Workplace?

Posted on by Allison Caine

Absent staff

Contents
1.0 Introduction
1.1 How much does sickness absence cost per year?
1.2 How many days, on average, do employees have off sick?
1.3 Does sickness absence differ across public and private sector organisations?
1.4 What are the main reasons for employee sickness?
1.5 Do men or women have higher level of sickness absence?
1.6 Does the age of employees contribute to sickness absence?
2.0 Impacts of sickness absence
3.0 What’s the answer to sickness absence?
4.0 Conclusion
5.0 Get in touch with OHBM

1.0 Introduction
A few sick days a year might not seem like too much of an issue for a single employee, but combined they make a huge impact on the bottom line of a business, and on the UK economy as a whole. OHBM Ltd has researched and compiled information from some of the latest studies into sickness absence so you can see its impact on UK organisations.

1.1 How much does sickness absence cost per year?
For UK organisations the yearly cost of sickness absence is now in the region of £29 billion, according to recent research by the CIPD. (Source: HR Magazine)

1.2 How many days, on average, do employees have off sick?
In 2013, 131 million working days were lost due to sickness – an average of 4.4 per employee (Source: Part of Sickness Absence in the Labour Market, 2014 Release). However, there have been real improvements over the last ten years. In 1993, around 7.2 days per employee were lost according to the ONS.

1.3 Does sickness absence differ across public and private sector organisations?
Staff sickness is a problem for both public sector organisations but typically, the public sector has seen the highest level of absenteeism. The ONS shows that public sector workers are 24 per cent more likely to take time off due to sickness than their private sector counterparts.

Sickness absence in the public sector has seen a slight increase over the last year. In the NHS it rose by 0.22 per cent in the year from September 2013 to September 2014, figures from the Health and Social Care Information Centre (HSCIC) show. Overall sickness absence has risen to 4.16 per cent in September 2014 from 3.94 per cent in September 2013. (Source: NHSemployers.org)

The highest sickness absence rates of 3.4 per cent were seen within Health Authorities and NHS Trusts. (Source: ONS)

As expected, self-employed individuals were less likely than employees to have sickness absences.

1.4 What are the main reasons for employee sickness?
According to the Office of National Statistics, in descending order the leading causes of sickness absence in the UK are:

  • Musculoskeletal conditions – i.e. neck and back pain (31 million days lost)
  • Minor illnesses like the common cold (27 million days lost)
  • Mental health issues including depression, anxiety and stress (15 million days lost)

(Source: ONS)

Mental health is becoming an increasing concern for workplaces. The Chief Medical Officer’s (CMO) Annual Report: Public Mental Health, 2014 said: “More needs to be done to help people with mental illness stay in work, as since 2009, the number of working days lost to ‘stress, depression and anxiety’ has increased by 24% and the number lost to serious mental illness has doubled.” (Source: Gov.co.uk )

1.5 Do men or women have higher level of sickness absence?
Statistically, women were 42 per cent more likely to have a period of sickness than men, according to ONS research. In 2013, men lost 1.6 per cent of their total working hours because of sickness, while women lost 2.6 per cent.

1.6 Does the age of employees contribute to sickness absence?
As employees get older, the rate of sickness absence increases. However it declines after employees become eligible for the state pension. (Source: ONS)

2.0 Impacts of sickness absence

Sickness absence has numerous impacts on businesses and other organisations, both direct and indirect. These include:

  • Reduction in productivity due to less workers.
  • Obligations to pay the salary or sick pay of absent workers.
  • Having to find, train and pay for temporary cover.
  • The possibility of reduced customer satisfaction.
  • Reduction in motivation and morale from the other staff.

Other employees having to bear the extra workload, which has the potential to lead to overwork, stress, and further sickness absence.
An Aviva study showed that 15 per cent of organisations asked as part of a survey said they struggle to cover the cost of a temp as well as the absent employee’s salary. Twenty-one per cent said service standards also suffer as a result. (Source: Aviva study)

Only nine per cent of respondents to Aviva’s study were able to say sickness absence had no impact on their organisation.

Sickness absence has an enormous impact on the productivity of British businesses. Absences over four weeks account for 20% of sick days in the UK and these can be extremely disruptive. However, short term absence, which is an absence that lasts up to 28 days, can also be difficult to manage, particularly where there is frequent short term sickness.

3.0 What’s the answer to sickness absence?
It is possible to manage sickness absence effectively, and often prevention is better than cure. Putting the right policies in place will allow you to spot issues and offer support.

OHBM Director, Allison Caine says: “Businesses see a significant reduction in long-term absences when working collaboratively with an occupational health service like OHBM Ltd. We work closely with many diverse organisations, taking the time and effort to understand their culture and business needs so that the service is tailored to their specific requirements. By providing the service on the client site we are able to observe the work processes first hand, discuss specific job concerns and advise on possible alternative duties with the manager where appropriate. This is reflected in the management reports when advising on fitness for work and whether any reasonable adjustments are required to support the employee back into the workplace, in accordance with the disability provision of the Equality Act 2010. Most cases require only one or two assessments before the case is concluded”.

Early intervention case study
When it comes to preventing sickness absence, and encouraging employees back to work, the key to resolving the problem is ‘the sooner you can refer your employee to occupational health, the better.’

Allison says: “Early referral to occupational health is crucial in identifying how employers can best support employees with health conditions which impact on their work. At OHBM Ltd we encourage clients to ensure the occupational health assessment is always carried out face-to-face within 3-4 weeks of absence.”

“We have recently been working with a social housing group who were experiencing the long-term absence of an employee who could not carry out his role due to a back problem. The company sought help from OHBM Ltd, who advised of the type of alternative work which could be carried out while the employee was recovering. By accommodating this, the individual was able to return to work 6 weeks earlier than the current Fit Note expired. The social housing company achieved a saving of around £3,000.”

Getting employees back to work early with occupational health advice and support is beneficial for both staff and business, as is working to prevent sickness absence in the first place by promoting good health. When employees feel supported, they recover more quickly and experience a greater sense of wellbeing. In turn, companies reduce their overtime payments and cut the number temporary staff used.

Dame Professor Black, in her report, Working for a Healthier Tomorrow said: “Good health improves an individual’s quality of life, and a focus on their well-being can also add value to organisations by promoting better health and increasing motivation and engagement of employees, in turn helping to drive increases in productivity and profitability. In other words the benefits of health and well-being extend far beyond avoiding or reducing the costs of absence or poor performance. But this requires a changed perception of health and well-being, and a willingness from both employers and employees to invest resources and change behaviour.”

Future articles will discuss various aspects of Dame Professor Carol Black’s reports.

Choosing an Occupational Health Provider

OHBM’s Director Allison Caine offers the following advice on choosing an occupational health provider: “It is imperative you choose a professional occupational health service whose staff are trained to Consultant Physician and Registered Specialist Nurse level. They are career specialists and most have many years of experience with expert knowledge of the workplace and so are ideally placed to advise on workplace adjustments and fitness for work”.

“At OHBM Ltd we quickly establish good working relationships with HR and key managers, our professional staff take time to understand the business, its processes and culture which ensure the professional reports are both informative and workable.”

4.0 Conclusion

With 131 million working days and a reported £29 billion lost to illness in just one year there is much to be done to reduce the level of absence in the workplace. The implications of sickness absence on the workforce are numerous, ranging from financial through to motivational and customer service issues.

Your occupational health provider can help you to put policies and procedures in place to help your organisation reduce sickness absence, uncover underlying issues, and get staff back into the workplace with as little disruption as possible.

5.0 Get in touch with OHBM

This whitepaper was compiled by OHBM; the Manchester-based occupational health service that supports businesses to increase productivity and reduce the cost of absenteeism and poor performance.

To take the first step in improving the health of your workforce, contact us today for a free, no-obligation review, using the details below.

Telephone: 01625 268 609
Email: enquiries@ohbm.co.uk
Website: www.ohbm.co.uk

Contracts, Conferences and High-Calibre Staff: An Update From OHBM

Posted on by Allison Caine

OHBM - Creating a healthier workforce

2015 may just be a few months in, but we’re already in full swing at OHBM and expecting a busy and productive year.

Only two months into the year and we have already welcomed another two new contracts, and there are more in the pipeline for the next month or so. On top of this, we gain a regular supply of work from employment law solicitors who use OHBM as a trusted provider in the occupational health field.

If you’re looking for an occupational health specialist to help within your business, whatever your sector, please don’t hesitate to contact us for advice.

NEC Health and Wellbeing Conference

On the 3rd and 4th of March, we were pleased to attend the Health and Wellbeing at Work Conference at the NEC.

Attending conferences and events like this is vital for our sector as it enables us to listen to informative lectures and stay abreast of the latest developments in occupational health, which is beneficial for our clients moving forward.

Work with OHBM

At OHBM we work with a network of qualified occupational health specialists who are located across the country. We are always on the look out for high calibre, qualified staff who share our passion for the health and wellbeing of work-aged people.

If you are a doctor or nurse with specialist qualifications in occupational health, and you feel you can meet and exceed our unwavering high standards, please do get in touch with us.

Thank you to both existing and potential clients for taking the time to read this blog. We wish you all the best for your business as we move into spring 2015.

Employees Aged 30-49 Are More Stressed And Take The Most Time Off

Posted on by Allison Caine

Stress management

A new survey has discovered that employees between the ages of 30 and 49 are more stressed and taking increased levels of sick leave, when compared to colleagues in different age brackets. The average amount of sick leave in the last six months in this age group was higher than the others, reaching a total of 2.3 days per employee.

According to the OnePoll survey, more than one third of employees in the 30-49 age bracket considered themselves stressed either all of the time or most of the time. Forty-three per cent claimed their stress came from money worries, while 41 per cent said they were concerned about work.

The OnePoll study, conducted on behalf of Axa PPP Healthcare surveyed 2,000 employees.

Time off sick

The study found that in the 30-49 age bracket, 12 per cent of respondents had taken a full week of sick leave, or the equivalent, in the last six months alone. Compare this to the younger and older employees, just five per cent and six per cent of whom had taken as much time off work respectively.

Motivation and value

As part of the study, employees were also asked to answer questions on their career. In the 30-49 bracket 29 per cent of those who responded said their career path had plateaued, 15 per cent said they had no career path, and 27 per cent said their job didn’t enable them to follow their key priorities in life.

This survey is yet another indication that wellbeing in the workplace helps employers reduce stress levels, and the associated number of sickness absences. Workers in this age group in particular may have increased levels of stress due to difficulties both at home and in the workplace. Employees in this age group are more likely to have mortgages and young families in addition to the responsibilities demanded of them in the workplace.

When staff aren’t encouraged to undertake practices that are positive for their physical and mental health they take more time off sick. As an employer by ensuring steps towards employee wellbeing are put into place, you can reduce the level of sickness absence and improve productivity. Healthy, happy employees can directly improve the bottom line of your business.

Talk to OHBM about our stress management services.

 

Do People With Mental Illness Need More Support at Work?

Posted on by Allison Caine

Mental illness

Just 5.7 per cent of people in England who suffer from a severe mental illness are in employment, according to statistics. However, it has been proven time and again that work is conducive to good mental health, with aspects such as company and a feeling of purposefulness essential for wellbeing.

However, in some areas in the UK, less than one per cent of people who are currently in contact with secondary mental health services is working, with the national average across England a poor 5.7 per cent.

Severe mental health issues may sound like a small number of people, so not worth your worry as a company, but consider the fact that one in every 100 people across the nation will be diagnosed with Schizophrenia. This is not a problem you are extremely unlikely to face as an employer.

Rethink is one charity currently looking at tackling stigma, matching patients with jobs they can do, and persuading employers to look at people with mental illness.

Mental health and employment

Across the board, the consensus is that more needs to be done to help people with mental health problems stay in work. Recent surveys show that 75 per cent of people with mental health issues got no treatment at all, yet around 70 million working days were lost due to mental illness. This cost the economy somewhere in the region of £70 to £100 billion. The question has to be asked; couldn’t we be doing more to support these people, who are in fact vital members of the workforce?

Sixty to seventy per cent of those suffering from common mental illnesses are in work – but lack of effective treatment can increase the level of sickness absence and reduce productivity levels. Some of the issue still lies in the stigma of mental illness. According to a Friends Life Survey last year, nearly half of employees had experienced mental health issues but chose not to tell their employer for fear of how it would impact their career prospects.

The statistics show that addressing employee mental health and the stigma associated with this should be something businesses are thinking about. By paying greater attention to the mental wellbeing of their workforce, employers can unleash the benefits of a healthier, happy, more productive workforce.

If you’re looking at ways to improve the overall mental health of your workforce, occupational health management is the logical first step. Speak to the team at OHBM to find out how we can help your organisation address mental health issues.

Musculoskeletal Disorders Leading Cause Of Sickness Absence and Productivity Loss

Posted on by Allison Caine

MSD

Musculoskeletal disorders, or MSDs, are the primary cause of sickness absence and productivity loss for businesses. According to a new industry report, employers need to be able to meet the needs of employees with MSDs, allowing them to continue working and prevent their condition getting worse, in addition to boosting engagement and productivity.

A musculoskeletal disorder may affect bones, joints or connective tissue – the most common of these conditions is arthritis. However, it is a common misnomer that this condition, and those like it, affect mainly elderly people. In fact, a study in 2011 showed that 37 per cent of those claiming Employment and Support Allowance reported an MSD as their primary health condition.

In 2012, the Taking the strain: the impact of musculoskeletal disorders report found over half of employed respondents reported a loss of earnings due to the condition. Three quarters of retired respondents said their condition had influenced their decision to retire, with the majority leaving the job market before the age of 55.

This wealth of research suggests that MSDs are of massive impact the workforce, with many sufferers citing lost earnings, a reduction in productivity at work and early retirement as consequences of this condition.

New MSD research

A new report published in autum 2014, entitled Self-management of chronic musculo-skeletal disorders and employment, explores the self management of MSD conditions. It found that employers often don’t go to the necessary lengths to ensure those suffering from an MSD can access the benefits of work. Social, economic and psychological benefits could enhance the health and wellbeing of staff and make sufferers more productive.

The report, by Kate Summers, Zofia Bajorek, Stephen Bevan, states: “Self-management can empower individuals with a better understanding of, and control over, their symptoms and provide them with the tools to ensure their condition is understood and accommodated by others.”

The study suggests that line managers need to be more aware of MSDs to ensure sufferers feel valued, and are well-integrated. Many MSD sufferers don’t seek support for their condition at work, for fear of being judged unable to properly do their jobs.

However, according to the new report, when line managers work with staff to develop mutually beneficial solutions those with MSD will see improved levels of wellbeing. In turn, this enables employers to benefit from improvements in engagement and enhanced levels of productivity.

If you’d like to talk about the effects of MSDs on your workforce’s productivity, speak to the team at OHBM today.

 

Health Surveillance Within Your Business

Posted on by Allison Caine

health surveillance

At OHBM we offer health surveillance programmes to help your business keeps its employees as healthy as possible. Health screening is important, because as an employer you have an obligation to ensure your business complies with statutory requirements like COSHH Regulations, HSE guidelines and more.

Why is health surveillance important for your business?

As recommended by the HSE you should screen individuals who are exposed through their work to known hazards. By doing this, you ensure your workforce stays fit and healthy, but ensure costs are kept to a minimum. Unnecessary screening means increased outlay for your business, and we are keen to avoid this.

When employees are fit and well they are more productive. When their employer takes and interest in their health, workers tend to feel a greater sense of well-being, and happier employees are great advocates for your business, allowing you to retain more staff.

OHBM’s health surveillance programmes

Our health surveillance programmes cover a wealth of potential issues, from hearing problems to lung-function tests. After a successful assessment, employees will be given a “fit certificate” which ensures your business is fulfilling its obligations to its employees and allows you to prove this to the HSE, or to your insurance company if it it required.

Our full list of programmes is as follows:

  • Audiometry (hearing tests)
  • Spirometry (lung function tests)
  • Hand arm vibration syndrome (HAVS)
  • Skin surveillance
  • Medicals for night-shift workers
  • Driver medicals tailored to drivers of fork-lift trucks, company vehicles and more
  • Medicals for those working in a confined space or working at height
  • Food handler medicals
  • Display screen equipment assessment (DSE) and eyesight tests
  • Asbestos and/or lead medicals with an HSE-appointed doctor

For further information about health surveillance programmes for your business, speak to the team at OHBM today.

What Are Employers’ Responsibilities At The Work Christmas Party?

Posted on by Allison Caine

Christmas party

The office Christmas party is something most employers and employees look forward to, and with good reason, after all they are normally great fun, a chance for team bonding and more often than not improve staff morale. However without the correct forward planning, what should be a memorable and festive event could well turn out to be a complete disaster.

The reason for this is that there are laws and legislations that require employers to be responsible for their employees when on a work do, even if it is outside of normal working hours. Under these legislations, employers should be aware those they:

• Can be held liable for harm (under health and safety laws) or harassment caused to or by their employees, or for negligent acts of their employees.
• Have a responsibility for their staff’s actions, even outside normal working hours or outside of the normal working environment. Any social event organised by the employer is an ‘extension’ of the workplace – regardless of the place or time of the event
• Could fall foul of religious and possibly sexual discrimination laws. Since October 2010 the Equality Act continues to give protection from sexual harassment but now also gives protection to harassment on the basis of disability, age, gender reassignment, race/religion or belief and sexual orientation.

Drinking too much alcohol

It probably doesn’t come as a surprise that alcohol is a big factor in Christmas party-related problems. There are some simple things you can do to try and prevent inappropriate behaviour at your Christmas party.

• If you are having a free bar, limit it so people don’t take advantage and have too much to drink – this lowers the risk of fights, accidents and harassment incidents.
• Try and find one or two staff who agree to stay sober, so that they can look out for any unwanted behaviours.
• Ensure that there are non-alcoholic options available
• Consider the needs of all attendees – Will workers be able to arrange childcare at the time of the party? Are there food requirements to meet all cultural needs? Have you taken into account physical support for any disabled staff? How will everyone get home?
• Tell staff what is expected of them and remind them of the disciplinary action should inappropriate be an issue.
• Inform all staff if they are expected in work, on time, the next day!

Christmas should be a happy time, so ensure your festivities allow it to stay that way.

Keep Your Workforce Well This Winter With Sickness Absence Management

Posted on by Allison Caine

It’s prime cold and flu season, but keeping your workforce well this winter will help your business be more productive and more profitable.

Sickness absence as a year-round issue for businesses. It costs the UK economy £29 billion per annum. But in winter, with colds, coughs, flu and Christmas party hangovers to contend with, sickness absence can seem more virulent than ever before.

OHBM offers sickness absence management services to help you minimise the impact of staff who don’t turn in. We’ll look at everything from helping you encourage healthy habits among your employees, to return-to-work interviews and even helping staff recover more quickly. It all adds up to improvements for your business’ bottom line.

For further details and a free consultation, speak to the OHBM team. We’re committed to helping the North West’s businesses improve profitability, morale and success, even through the bleakest midwinter.