Dr Louise Slaney, Medical Director, International Medical Management (IMM)

Sickness absence rates in the UK have reached an all-time high, a trend that inevitably impacts business performance.  While of course such absences are often unavoidable, to what extent can early intervention strategies help to protect the wellbeing of employees and operational continuity within companies? Dr Louise Slaney, Medical Director with Aberdeen-based International Medical Management (IMM), assesses the potential win-win outcomes of a proactive approach.

According to the Office for National Statistics the number of workers recently inactive because they were on long-term sick leave hit a record high of nearly 2.5 million.

Data also shows that in the UK an estimated 149.3 million working days were lost in a year because of sickness and injury, equivalent to 4.6 days per worker and costing the economy an estimated £20.6 billion.

It is broadly acknowledged that employers and policymakers need to address the issue more seriously – not least because once people are signed off sick for a relatively long period, the prospects of a mutually positive resolution diminish.  According to the Society of Occupational Medicine around 20% of people signed off work for four weeks or longer will never return to the workplace. 

The figure among those signed off for six months is closer to 80%.

All of which places twin imperatives on employers: firstly to support absent employees in returning to work as soon as they are fit to do so, and secondly to invest more in staff wellbeing and welfare to reduce the absence levels in the first place.

The latter strategy is one that companies are increasingly taking on board.  According to 2023 research conducted for the industry body for the group risk protection sector (GRiD), four in five employers have increased their health and wellbeing support including employee benefits as they adapt to the changing circumstances of their staff.

The same research found many employers felt an increased responsibility for the mental, social, financial and physical wellbeing of their employees.

What can a proactive, prevention-based workforce wellbeing programme look like?  Its elements might include specialist risk assessments to determine health risks in the workforce, targeted and bespoke health promotion campaigns, lifestyle and wellness health checks with dedicated support from health professionals.

It is an approach that underpins early intervention, which has been proven to cut down on the lengths of sickness absences.  Bespoke wellbeing packages, rather than the one-size-fits all approach, effectively identifies and addresses risks within individual companies. A dedicated doctor, familiar with the operations and culture of an individual business, helps to provide continuity and consistency.

As an aside, the point I raised above of policymakers addressing this as a priority issue has gained some traction in recent times, with the UK Government considering the introduction of cheaper annual health checks for workers to combat labour shortages caused by staff sickness. There is a long way to go here and at the moment it is a case of wait and see.

It is certainly a topic we view as a major priority. We work with clients, not only in the energy sector, but also spanning other industries, to deliver strategies focused on keeping their people fit and well. Our approach is based on a long-proven principle: people are the most valuable resources in any organisation, and ensuring they are healthy and supported benefits the individuals and also our client’s businesses.

Dr Louise Slaney is Medical Director with Aberdeen-based International Medical Management. IMM provides occupational health, medical and other services to the onshore and offshore energy sectors. 

KeyFacts Energy Industry Directory: International Medical Management