rehabilitation of long term absentees 13th may 2010

3. The Agenda Some Scene Setting Statistics Reducing Long Term Absence Early Intervention Working with Insurers and other agencies to get Long Term Absentees back to work Rehabilitation – a team effort Case Studies

4. Some ‘Facts and Figures’ Average cost of absence per employee per year Private sector - Manufacturing and Production - £754 Private sector – Service Organisations - £666 Slight reductions from previous year Absence levels per employee per year Private sector - Manufacturing and Production – 6.5 days Private sector – Service Organisations – 6.4 days More than 10% reduction compared to previous year Employee absence and the recession Nearly 40% of employers have increased focus on reducing absence and cost 16% of employers believe employees concern over job security has decreased overall absence More than 40% of employers use absence records when selecting for redundancy 20% of employers have noticed an increase in mental health problems in past 12 months

5. Incidence of Long Term Absence by Industry Sector

6. Nearly 50% of GIP claims last for more than 3 years 30% last more than 5 years Preventing Absence and dealing with it effectively when it happens significantly reduces the problem

7. Causes of Long Term Absence 50% of inforce claims are ‘musculo-skeletal’ or ‘psychological ill – health’ Effective rehabilitation of these claims can help individuals back into gainful employment Leading to productivity gains and Reduced Risk so more control of premium cost

8. Effective Absence Management Combines 3 Areas: HR Policies and procedures Effective line management Services Purchased by Employer Occupational Health, H&S (internal or external), Recruitment company (pre-employment questionnaires), Employee Assistance Programme, staff canteen/restaurant supplier etc. Benefit Providers Group Income Protection, Cash Plans, Group Critical Illness, Private Medical Insurance/other health plans

9. Long Term Absence control – Company Responsibility Potential ‘Walking Wounded’ Management Style Work Load Management Staff Engagement Employee Assistance Program Point of first absence HR Procedures Absence Management Programme Ongoing Absence – moving to longer term issue Early Intervention Rehabilitation work GIP Claims Management

10. Early Intervention Services (EIS) - Aims and Objectives WORK CAN BE GOOD FOR HEALTH Early Intervention ensures a prompt holistic assessment of an individual’s needs to help them to return to work

11. The Early Intervention Process A holistic approach is adopted Bespoke rehabilitation programmes designed

13. EIS - Outcomes Improves absence statistics Reduces claims and liability Positive impact on morale, motivation and employee retention Increase in productivity Encourages best business practice

14. Provider Claims Management Services A dedicated team of professional experts offering a bespoke service Assessment and update of incapacitated employees Visits to company offices and / or home visits Experience, guidance and support in all matters relating to long-term employee absence and rehabilitation Linking in with other agencies provided by the Employer

15. The Insurer’s Role A Group Income Protection Insurer can provide: Early Intervention and pre-claim discussions Reduced incidence of new claims Timely submission of new claims Support in technical and medical management of claims Reduced disputes Increased number of in payment claims resolutions Opportunities to support valued employees back into the workplace Increased numbers of recoveries/return to work Positively impacting future premium costs

17. Fit Note Approach Fundamental shift in way medical profession supports insurers Cohesion – assessing ability rather than disability Sick notes can foster loss in self esteem Encouraging employees to help themselves is a key message Insurers role simpler when all parties are taking the same philosophical approach

18. Rehabilitation Case Studies Mr G – 49 year old Construction Planner. Absent from work for 8 months with anxiety and depression Mr L – 63 year old Welder. Absent from work for 1 year with throat cancer

19. Rehabilitation Case Studies – Mr G Employee meeting undertaken Symptomatic Lack of confidence No ongoing treatment Employer meeting undertaken Valued employee Motivated to support return to work Cognitive Behavioural Therapy funded by Canada Life Rehab Consultant maintained contact throughout treatment Return to Work Programme written Medical support from GP obtained Facilitated Meeting held All parties engaged Support for return to work agreed

20. Rehabilitation Case Studies – Mr L Employee Meeting undertaken Communication challenges Motivated to return to work Little contact with work Return to work programme written Medical endorsement obtained Employer meeting undertaken Poor motivation to support return to work Health and Safety Concerns regarding working environment Agreement to engage Health and Safety department and Occupational Health Modifications and adaptations to working environment agreed Successful return to work with Rehabilitation Consultant and Employer support

21. Life on the road Face to face meetings encouraged Builds relationships Easier to gain trust and confidence Initial claimant meetings undertaken in the home Being away from work can reduce pressure Meetings at work encouraged when return to work pending and appropriate Different life styles and different environments ‘See all sorts’ Personal safety paramount All Rehabilitation Consultants have personal safety training and strategies Important to apply common sense Most people are welcoming and happy to see us

22. The small print