Only forty percent of employers offer support for staff’s physical health when injured or facing new illness or disability.
- This support typically includes access to private treatment and vocational rehabilitation, though it’s not widespread.
- Mental and social health support are provided by 38% of employers, with financial health support slightly less common at 36%.
- A significant portion of employers, 33%, believe physical health support is the most beneficial.
- Funding for such support is often on a case-by-case basis, leading to various challenges and potential inequalities.
Employers are increasingly expected to provide comprehensive support for their staff’s health needs, yet only 40% offer assistance for physical health. This often involves facilitating access to private healthcare and vocational rehab. Despite these efforts, numerous businesses still fail to extend sufficient help, leaving a gap in employee welfare.
Support for mental health mirrors the availability of physical health resources, with 38% of companies providing initiatives like Employee Assistance Programs and counseling. Another 38% focus on social health, encouraging participation in workplace events. Employers offer resources for financial wellbeing slightly less frequently, with 36% providing budgeting advice, discount vouchers, or pay advances.
In a reflection of these trends, a third of employers identify the support for physical health as paramount, ranking it above mental and financial health benefits. This prioritization underscores the recognition of the critical impact physical wellness has on employee productivity and morale.
Funding for staff support, however, remains inconsistent. A case-by-case funding model is prevalent among 41% of employers, posing financial unpredictability and challenges. Such an approach can lead to unequal treatment of employees, depending heavily on employers’ ability to comprehend and effectively manage different health conditions. This inconsistency can result in wasted resources and prolonged recovery periods, undermining the intended impact of the support offered.
Group income protection is recommended as a more comprehensive and equitable solution. This benefit not only ensures financial coverage but also supports preventative and rehabilitative measures, promoting better health outcomes for employees.
Employers must adopt more consistent and equitable strategies to effectively support employee health needs.
