Historically, health and safety has struggled with something of an image problem.
While undoubtedly critical for supporting workforce welfare, negative stereotyping over the years has enforced a perception that it is often the domain of overly worthy individuals and overly cautious, tick-box policies – many of which are highlighted with incredulity as examples of ‘health and safety gone mad’.
But this dismissive attitude jars in the face of statistics outlining the extent of illness and injury among the workforce of today.
Currently, around 2.8 million adults are deemed to be economically inactive as a result of long-term poor-health. Among this number are a record 1.7 million people who are suffering from work-related illness.
The cost of illness and injury
Clearly, there is a physical and emotional cost to the individuals involved, but these eye-opening figures also have implications for UK PLC. For example, in terms of absence, the Labour Force Survey estimates that 33.7 million working days were lost to work-related ill health and workplace non-fatal injury in 2023/24.
Meanwhile, the Health and Safety Executive estimates the cost of injuries and ill health from current working conditions to be around £21.6 billion – a figure that excludes long latency illness such as cancer.
The primary piece of legislation covering occupational health and safety in Great Britain is The Health and Safety at Work etc Act 1974, which sets out the key duties employers must fulfil to safeguard and support their employees.
At a fundamental level, this means providing essential welfare facilities and an environment that is “healthy and safe for everyone in your workplace, including those with disabilities”. This requires consideration of a broad range of areas that have the potential to influence employee wellbeing, from buildings and equipment to hygiene and comfort.
Wellbeing of body and mind
For example, a major area of focus in many workplaces – and particularly where employees are mainly seated – is the risk of developing or exacerbating musculoskeletal problems affecting the back, joints and limbs.
More than half a million workers are estimated to be affected by this issue, which has been complicated by the rise of hybrid working and the potential for home-based workspaces to be detrimental to ergonomic health.
But the notion of health and safety in the workplace has evolved far beyond the need to address such risks to physical health and ensuring there is a suitably trained first aider to come to the assistance of anyone who falls ill or suffers an injury.
A wider view of wellbeing
It is not uncommon, for example, for companies to also have a trained mental health first aider among their staff to provide on-site support for anyone struggling with stress, anxiety or low mood. Training body Mental Health First Aid England says more than half a million people have achieved this certification, and it has set a long-term target of training one in ten of the adult population.
Addressing mental health within the wider sphere of health and safety reflects a more holistic approach to caring for the wellbeing of employees. Indeed, the importance of this shift is underlined by HSE figures, which highlight that stress, depression and anxiety are the leading cause of work-related illness, affecting as many as 776,000 people.
And as is the case for physical health, addressing mental health in the workplace should be proactive as well as reactive. Creating a supportive, understanding company culture and providing staff with policies and tools that support mental wellbeing can all contribute to minimising health risks and preventing problems escalating into more serious, prolonged illnesses.
Holistic healthcare cover
The provision of private health cover is complementary to such a holistic approach. Supported by the right offering, employees can access services including online counselling or digital apps with immediate access to video consultations with clinical professionals.
And for employees struggling with physical ailments, private medical insurance can not only help fast-track care, but in doing so can also help alleviate the mental stress and pressure that can be triggered by delays in diagnosis and treatment.
Beyond these healthcare benefits felt by individual employees, companies can also take comfort from the knowledge that they are both fulfilling their responsibilities when it comes to health and safety, and investing in the wider wellbeing of their workforce.
Whether through the prevention of injury or protecting against physical and mental illness, taking such a holistic approach has the potential to deliver rewards in the form of more productive workplaces and happier, healthier teams.
The information contained within this communication does not constitute financial advice and is provided for general information purposes only. No warranty, whether express or implied is given in relation to such information. Vintage Health or any of its associated representatives shall not be liable for any technical, editorial, typographical or other errors or omissions within the content of this communication.
