Health and Work

1. Health and Work Please feel free to use the information provided in this presentation in your own presentations. Where appropriate, we have included speaker notes for you

2. Outline of this presentation • The health agenda • Understanding sickness absence • Identifying the underlying causes

3. Health: the role of the workplace • 75% of working age people in Britain are in employment and spend a high proportion of their waking hours in the workplace • The workplace offers great scope for targeting of messages and initiatives about healthy living – with potential impact on both employees and their families • Need to go beyond essential compliance with health and safety legislation and promote health and well-being more generally

4. Work and health – what we know • Work offers opportunities to promote individual health and well-being • Work should be recognised by all as important and beneficial, and access to, and retention of work promotes and improves the overall health of the population • Long-term sickness absence is a strong predictor of disability and mortality • Work has a positive impact on health and well-being (‘good jobs’ in well managed organisations) • Under some circumstances work can have adverse effects (‘bad jobs’) • The key is prevention of underlying causes rather than relying just on management of outcomes (secondary & tertiary interventions)

5. Absence and Health • Risk factors for sickness absence are not always the same as risk factors for disease • An holistic approach needs to focus both on the risk factors that precede absence as well as implementation of policies & procedures for monitoring & management. • Sickness absence data collection, analysis and interpretation methods need to reflect both aspects.

6. Health and safety statistics 2007/08

7. A national study of absence Definitions: • Disease: is defined in terms of objective biological abnormalities in the structure and/or functions of bodily organs and systems • Illness : is the personal subjective perception of unwellness. Therefore, if a person feels ill, they are ill • Sickness: is derived from the concept of the “sick role”, a role that carries certain privileges (to stay away from work), aswell as obligations (to seek medical help and to ‘get well’).

8. Ill health: A Population Study Illness % Disease % 33 3 Absence % >14 days 2 None of these 25% 8 1 23 5 Wikman et al (2005)

9. Sickness Absence: NHS Trust

10. The Individual The biopsychosocial model: (Waddell & Burton, 2004) Biological: • The physical or mental health function Psychological: • Recognises that personal and psychological factors also influence functioning and the individual must take some responsibility for their behaviour Social: • Recognises the importance of the social context, pressures and constraints, on behaviour and functioning

11. Drivers of sickness absence • Individual factors – personality and motivation; past behaviour; sick role • The ‘system’ – organizational culture and tolerability, what is legitimate; sickness certification • Non-work factors – life events and family pressures • Work factors – absence as ‘coping’, job satisfaction, chronic adverse features of work • Commitment and involvement

12. Designing ‘good’ jobs • Promote ‘healthy’ workplaces • Prevention and management of common health problems • Job content, job context and organizational arrangements critical • Move from a less desirable (‘bad jobs) to a more desirable state (‘good jobs’) • HSE Management Standards can help in prevention and management

13. Summary • The workplace offers the opportunity to promote and improve the health of employees and their families • The drivers for ill-health are not always the same as the drivers for absence • We need a better understanding of the causes of sickness absence so these can be managed in a proactive manner • Current attendance management practice and policy is based on convention rather than evidence (IES, 2007)