cbi employee-health-absence-conference-neil-budworth

Increasing Work Productivity Through Health and Well Being

Professor Neil BudworthCorporate Health and Safety Manager E.ON UK

© 2007 E.ON

E.ON UK

• E.ON is the world’s largest investor owned

gas and electricity company

• Approx 18000 employees in the UK

• Over 50 sites across the UK

© 2007 E.ON

Scope of Activities

• Generation

World class power stations & research of new

technologies

• Networks

Distribution of electricity to over 4.9 million

customers

• Retail

A leading supplier in the UK supplying power

and services to over 8 million accounts

• Energy services

Empowers customers to understand their energy

use, get connected and heat their homes

© 2007 E.ON

The Cost to the UK of Health Related Worklessness

© 2007 E.ON

Every week - Forever

© 2007 E.ON

At 3 Months 75- 90 %

At 6 Months 50 -60 %

At 9 Months 25 – 30 %

Over 1 year < 10%

Chances of Return to Work Following Long Term Absence

After 2 years the individual is more likely to retire or die than return to work

© 2007 E.ON

What did we do differently

• Reviewed our structure, implemented strategic Business Partner roles

• Employed a specialist Case Manager and Communications Specialist

• Aligned Health to the Business

• Made health relevant to the individual

© 2007 E.ON 10 April 2023, E.ON,

Why do things differently ?

© 2007 E.ON

What did we do?

• Challenge Cancer

• Health on Tour • Active Steps

• Supporting our

Contractors & engaging

GPs

Proactive Rehabilitation Ongoing Support

© 2007 E.ON

Mental Health

© 2007 E.ON

Results

10 April 2023, E.ON,

•10000 colleagues engaged•Raised profile of health across the organisation

•86% made lifestyle changes following tour

Health on Tour

•We had less than 2000 referrals in 2006, 3000 in 2007 and 4200 in 2008•Earlier, more appropriate referral•Increased engagement from line managers

Health on Tour

© 2007 E.ON

• Functional Restoration

• Fast Track Physiotherapy

• Specialist Case Management


What did we do?

© 2007 E.ON

Case Conferences

• H&S, HR, OH and Manager• Deals with possible blockages

•Management inaction•Waiting list issues•Individual reluctance


© 2007 E.ON

Approach to MSDs

• Proactive assessment• Early identification

•Training•Tell tales – cushions, wrist bandages etc

• Fast response•Access to physio•Access to OH•Access to specialist ergonomic advice

• Return before 100% fit• Specific support for very long terms cases


© 2007 E.ON

Tackling Common Myths

• Uninsured if person has a valid sicknote• Can not require someone to work if they

have a sick note• GPs assessment must be accepted• Person must be 100% fit to return to work


© 2007 E.ON

• Occupational Health Toolkit

• Education & Training

• EAP

• Active Energy


What did we do?

© 2007 E.ON

Results

From 2007 levels equates to savings of £8.9 million per year


12.11 12.8

9.41 9.3

5

10

15

2006 2007 2008 2009

E.ON in the UK AttendanceAv. Days lost per FTE

© 2007 E.ON

Common Difficult Situations

1. Individual goes off sick part way through disciplinary process

2. An employee complains about back pain in the office (no absence)

3. Individual absent from work with a stress related condition and wants no contact from the organisation

4. Individual absent from work due to stress related issue which may be related to bullying – refuses to have contact with their manager

5. Individual is absent with cancer - manager unsure what to do

6. Individual absent following an work related accident manager unsure how to respond

© 2007 E.ON

Summary

• Strong cost and moral argument for actively managing health

• Requires cross functional working

• Common myths need to be tackled

• Good results by supporting managers with

•Policy

•Case conferences

•Approaches for MSDs / Stress / Long term cases

•Difficult cases


© 2007 E.ON

Any Questions?

© 2007 E.ON

Available Support Material


© 2007 E.ON

How would you deal with this case ? Case 1Individual goes off sick part way through disciplinary

process1. Keep communication channels open

2. Resolve the disciplinary issue ASAP

3. Wait until the doctor’s certificate runs out

4. Wait until the individual is back at work

5. Wait for HR

Return

© 2007 E.ON

• Extremely important to keep communications open to show person valued

• Helps to minimise barriers to return

• But will not normally resolve issue as source of stress not addressed

Keep communication channels open

Return

© 2007 E.ON

• As this is a huge contributor to the stress the individual is suffering resolving / completing the disciplinary will in most cases be instrumental in bringing the individual back to work.

Resolve the disciplinary issue ASAP

What if individual refuses to attend disciplinary hearings ?

Return

© 2007 E.ON

Wait until the doctor’s certificate runs out- The Role of the GP

Average appointment time 7 minutes

Available options – Often sick note or no sick note only now starting to see a few fit notes

Knowledge of the working environment / activity

Ability to access suitable therapies

© 2007 E.ON

• GP Under pressure

• GP Patient’s advocate

• GP will not be aware of workplace arrangements

• Unlikely to be resolved quickly as source of stress not addressed

Wait until the doctor’s certificate runs out- The Role of the GP

Return

© 2007 E.ON

• Unlikely to return to work quickly as

•GP Under pressure

•GP Patient’s advocate

•GP will not be aware of workplace arrangements

• Unlikely to be resolved quickly as source of stress not addressed

• Lack of contact builds barriers to return to work

Wait until the individual is back at work

Return

© 2007 E.ON

• HR may be reluctant to progress the disciplinary - BUT

• As this is a huge contributor to the stress the individual is suffering resolving / completing the disciplinary will in most cases be instrumental in bringing the individual back to work.

Wait for HR

What if individual refuses to attend disciplinary hearings ?

Return

© 2007 E.ON

How would you deal with this case ? Case 2An employee complains about back pain in the office

(no absence)1. Do nothing

2. Only act if there is absence

3. Refer to an occupational health specialist

4. Review the DSE / workplace assessments

Return

© 2007 E.ON

• Essentially the same approach

• Individual will be left in pain and may deteriorate

• Individual’s performance and quality of life may be impaired

• Absence may follow

Do nothing / Only act if there is absence

Return

© 2007 E.ON

• Would help to resolve the issue

BUT

• Simple workplace adjustments in many cases can quickly resolve this type of issue

Refer to an occupational health specialist

Return

© 2007 E.ON

• Simple workplace adjustments in many cases can quickly resolve this type of issue

Review the DSE / workplace assessments

Return

© 2007 E.ON

How would you deal with this case ? Case 3Individual absent from work with a stress related condition

and wants no contact from the organisation1. Ignore their wishes keep communication channels

open

2. Ask an Occupational Health specialist to contact on your behalf



5. Wait for HR

Return

© 2007 E.ON



• But will not normally resolve issue in itself as source of stress needs to be addressed

Ignore their wishes keep communication channels open

Return

© 2007 E.ON






Wait until the individual is back at work / Wait until the doctor’s certificate has run out

Return

© 2007 E.ON

• Would help to resolve the issue

BUT

• Routine contact from the workplace actually helps to remove barriers to return to work – shows concern and support


Return

© 2007 E.ON

• This is an unusual type of case for HR to deal with and they may be unsure of how to progress

• The workplace may be contributing to the stress the individual is suffering identifying and resolving areas of pressure / anxiety can be instrumental in bringing the individual back to work – this can only be achieved through contact.

Wait for HR

Return

© 2007 E.ON

How would you deal with this case ? Case 4Individual absent from work due to stress related issue

which may be related to bullying – refuses to have contact

with their manager1. Keep communication channels open



4. Wait for HR

5. Ask individual to follow grievance procedure – contact from manager’s manager / HR

6. Refer to an Occupational Health SpecialistReturn

© 2007 E.ON

• It maybe appropriate to involve HR here to act as a conduit to resolve the bullying / grievance

• The workplace is contributing to the stress the individual is suffering resolving the workplace issue is fundamental to bringing the individual back to work – this can only be achieved through contact.

Wait for HR / Follow the Grievance process

Return

© 2007 E.ON

• There is little an OH specialist can do here other than to get specialist support for the individual if appropriate and urge the company to deal with the management issues


Return

© 2007 E.ON

How would you deal with this case ? Case 5Individual is absent with cancer - manager unsure what to

do1. Wait until the doctor’s certificate runs out


3. Wait for Sick pay to run out

4. Maintain contact

5. Refer to an Occupational Health Specialist

Return

© 2007 E.ON

• Many organisations have sick pay arrangements where employee goes on to half pay at one point and nil pay at a second point – there are significant number of cases resolved at these thresholds.

BUT

• Unlikely to be so in the case of cancer

• Lack of contact will hinder a timely return to work

Wait for sick pay to run out

Return

© 2007 E.ON



• Inviting the individual in for a cup of tea and for team days / evenings out can be hugely beneficial in terms of a return to work


Return

© 2007 E.ON

• An OH specialist can support the individual and can help to manage the manager’s expectations

• They may also be able to give specific advice on what the individual can and can not do.


Return

© 2007 E.ON

How would you deal with this case ? Case 6Individual absent following an work related accident

manager unsure how to respond1. Continue with full pay until employee returns

2. Apply attendance policy as normal



5. Don’t offer physio etc in case liability is admitted

Return

© 2007 E.ON

• The employee should be paid in line with the normal sick pay arrangements, otherwise the organisation is creating a perverse incentive to ‘have’ accidents

Continue with full pay until employee returns / Apply attendance policy as normal

Return

© 2007 E.ON

• The employee is most likely to return to work quickly with appropriate support

• This is not an admission of liability

• The provision of appropriate support will ultimately help to reduce any subsequent claim

Don’t offer physio etc in case liability is admitted

Return

cbi employee-health-absence-conference-neil-budworth

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