A recent study by GRiD reveals a concerning statistic: only 40% of employers provide physical health support to employees in case of injury or illness.
- The analysis highlights various types of health support available, including mental, social, and financial, yet physical health support remains the least provided.
- Employers often fund health support on a case-by-case basis, raising issues of equality and financial unpredictability.
- The GRiD spokesperson advocates for more comprehensive approaches like group income protection.
- Employers acknowledge the value of physical health support, yet many still lack consistent measures.
According to a report by GRiD, an industry body for the group risk sector, merely two in five employers support their staff’s physical health in cases of injury or illness. This figure is concerning as it includes vital services such as access to private treatment and vocational rehabilitation. Despite its importance, physical health support is frequently overlooked in favour of other types of support.
The research further identifies additional areas of employer support: 38% offer mental health assistance through initiatives like Mental Health First Aiders and counselling, the same percentage provide social health support by involving employees in work events, and 36% offer financial health support through budgeting advice and financial incentives. This breadth of support is commendable yet the provision for physical health still lags behind.
In situations where employers do provide assistance, it is often managed on a case-by-case basis. This method poses several challenges including potential high costs, budgeting difficulties, and risks of unequal treatment among employees. Such disparities can lead to claims of discrimination, underscoring the necessity for employers to ensure equitable support distribution.
Katharine Moxham, GRiD’s spokesperson, acknowledges the low provision rates and calls for increased employer involvement across all health pillars. She highlights the necessity for consistent strategies, specifically advocating for group income protection as a cost-effective solution that combines financial assurance with preventive and rehabilitative support.
Despite the challenges, employers recognise the significance of physical health support. A third of those offering such support identified it as the most beneficial, surpassing the perceived utility of mental and financial health provisions.
The study underscores the urgent need for employers to enhance their support frameworks, particularly for physical health, to ensure comprehensive employee well-being.
