How to keep sick people in employment

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Author of the Health Working Commission in the Health Foundation Think-Tank

The current debate about welfare and work is risky ignoring an important fact: more than 300,000 people in the UK quit their jobs each year and report a limited health situation in a job. Many do not come back. However, the evidence shows that most of it can be prevented with proper support. Except this, more permanently goes out of work, creating permanent expenditure for individuals, employers and government services.

This month, the government has announced major changes in health facilities to help more people to work. However, for the benefit of the disabled, the risk of harmful health risks to the need for actual support and the need for real support – which is less, not high, they will probably be able to work.

At the Health Foundation’s Healthy Careful Commission, we spent last year to explore how to help them with limiting their ability to get their job in health conditions. 1.2 million working-old people are now facing this national challenge that the current system is no longer sustainable. Our resistance and initial intervention need to give priority to people employed when health problems are aroused.

So, what is there We’ve found out Need to change? First, many employers want to improve the health of the workforce, but one-way-fit-all guidance, tight budget and limited evidence of what works. The best practice within the sector can make them normal supporting people in the face of their faces Health Issue, for example, by investing in trusted lines managers and allowing their treatment appointment to provide changes like flexible time to allow appointments. Shift and work stress that keep people well showed great results in pilot programs.

Second, when health starts to affect the work, support must come first and join further. State support often comes too late – people have left their jobs and their health, money and confidence have worsened. Some of the top Employer Already invest in appropriate professional health and with obvious facilities for investment in rehabilitation. These methods should be wider. When someone gets sick, they need active conversations with their employer about their rehabilitation and changes that let someone stay or return to work.

Third, financial enthusiasm must be better aligned with resistance. Despite the recent changes, the statutory sick salary in the UK is in Europe’s lowest – only $ 116.75 a week. Many employers, already in the face of growing expenditures, strive to make more more than more. However, when it is inadequate, the staff is forced to choose in working during the sick or during financial distress.

A review of ill salary should be part of the long -term period and currently working through Parliament the Employment Rights Bill. For most businesses, higher statutory sick salary will have a small impact on salaries. However, a review businessmen should also explore practical options to help manage unexpected expenses.

The results of better employment for people with health challenges are achievable – we need it urgently with an older population. When we deal with these structural blocks in the labor market, the UK has seen positive changes. Employment rates among mothers supported by a mix of workplace rights, financial enthusiasm, practical assistance and cultural change have improved significantly. We now need the same long -term commitment for work and health.

If we really want to realize the economic and social benefits of working in Britain, the focus must be transferred from the short -term benefit expenditure deduction. History suggests that they are less likely to provide significant savings or permanent results – they are also at risk of actual loss. The true opportunity is in a concerted effort to help people work with health challenges by the government and employers.