Tackling the UK’s long-term sickness crisis: How employers can drive change

Did you know that over 2.8 million people in the UK are now considered ‘economically inactive’ due to long-term health conditions? These growing figures indicate that we are in the midst of a long-term sickness crisis that is putting pressure on managers and their employees to handle the day-to-day running of the business.

Serious mental health issues, like depression and anxiety, account for 63% of long-term sickness absences, followed by the effects of musculoskeletal injury (51%) and severe conditions such as heart attacks and strokes (46%).

The Keep Britain Working review, led by former John Lewis boss Sir Charlie Mayfield, has commenced and will explore the issue of work-limiting conditions with large-scale employers. It will start with Coca-Cola and a panel of citizens unable to participate in the workforce due to chronic injury or illness to create a framework and strategies that support the UK Government’s Get Britain Working initiative.

The Role of Managers in Bridging the Gap

Employers have a unique opportunity to support people back into the workforce through various strategies. While we await the findings from Keep Britain Working, there are plenty of things managers and employers can do to help support staff with long-term illness or recruit people living with a disability.

Become a disability-friendly employer

Many people living with mental or physical disabilities have unique skills and insights that are valuable to employers. Despite legal protections from the Equality Act 2010, many people living with a disability have difficulty finding suitable work, and 10% of employers in the UK claim to be unable to support workers with a disability.

Many employers are unaware of the excellent resources available to assist them in becoming inclusive companies:

• Recruiters who specialise in placing candidates with disabilities can help employers and candidates find the perfect match, and their services can assist with reasonable adjustments.
• The Disability Confident employer scheme is a UK Government program that educates employers on supporting and making the most of talented disabled people in their workplace.
• Access to Work is another government-backed program that provides financial assistance and support to aid an employee living with physical or mental disability.
• Many charities, like AbilityNet offer support resources to employers of disabled workers and their employees.

Culture-training management

The hidden cost of an unsupportive culture is practically endless, but often, it results from a lack of proper training and not ill will.

It is the job of management and team leaders at all levels to set the tone for communication, collaboration and a culture of wellbeing in any workplace. Although every management team will feature a mix of leadership styles, every manager must understand and uphold an ethos that results in a supportive workplace, particularly where it relates to challenging personal circumstances that affect work.

Depending on the size of your business and resources, you may have a manager within the company who is suitable for the opportunity to train the team. If not, many other professionals like HR or change consultants, workplace coaches or mental health and wellbeing experts can assist in designing a culture strategy and training plan.

Prioritising workplace flexibility

There is no dispute that how we work has changed significantly over the past decade, with the COVID-19 era proving how flexible and adaptable businesses and staff can be. With economic inactivity at an all-time high due to long-term illnesses, taking a proactive approach and building on flexible work arrangements, like remote work or adjusted hours, can support staff in easing back into work or staying at work during a recovery period.

Within flexible working policies, an individual plan should always be to assist ill or injured staff, keep expectations and communication clear, and document each party’s needs. Chronic illnesses can sometimes produce flare-ups or fluctuations in overall wellness, and the employee will require time to attend appointments.

Like everything, open communication and a supportive environment are key to successful flexible work policies. If done right, your business can retain valuable people who value you as an employer, and it sets a standard for a wellbeing-focused team.

The way forward

There are some great opportunities for businesses large and small to pave the way as supportive and inclusive workplaces. Many living with long-term illnesses and injuries are in a position to rejoin the workforce and are capable of making extraordinary contributions but face serious challenges finding an employer that is equipped and able to accommodate their unique circumstances.

We will likely see economic inactivity decline, where employers will utilise incredible resources to support them, their management, and other team members. If the government continues initiatives like Get Britain Working, Disability Confident and Access to Work, employers will feel better equipped to look at their options for promoting themselves as disability-friendly employers, even becoming leaders in the space.