How to keep patients at work

Stay in view of the free updates

Simply subscribe to Employment in the United Kingdom Myft Digest – it is delivered directly to your inbox.

The writer is chaired

The current debate on social welfare and work overlooks a decisive fact: every year more than 300,000 people in the United Kingdom leave their job and report a healthy condition that limits work. Many do not return. But the evidence indicates that many of this can be prevented through the correct support. Without this, more work will fall permanently, creating permanent costs for individuals, employers and public services.

The government has announced this month of major changes in the benefits of health, with the aim of helping more people to return to work. But cutting the entitlements to impeding the risks increases the insecurity and damage to health in the real need for support – which makes it less, and no more, they will likely be able to work.

In the Health Foundation’s Health Work Committee, we spent last year to explore how people who suffer from health conditions limit their ability to obtain a job. With 8.2 million working people now face such challenges, the current approach is no longer sustainable. We need to give priority to premature prevention and intervention to maintain people’s employment when health issues appear.

So, what they have We found It needs change? First, many employers want to improve the health of the workforce, but the directives that suit everyone and narrow budgets are kept and limited proof of what succeeds. To share best practices in the sectors can make it normal to support people who face a health problem. For example, by investing in reliable lines managers and allowing them to make changes such as flexible hours to allow medical dates. The transformations and work burdens that keep people well showed great results in experimental programs.

Second, when health begins to influence work, support must come early and join it more. The state’s support often comes after it is too late – after people left their jobs and exacerbated their health, financial and trust. Some leadership Employers Actually invest in occupational health and rehabilitation, with clear benefits to keep it. These methods should be more prevalent. When someone gets sick, they need proactive conversations with the employer on rehabilitation and changes that would allow someone to stay or return to work.

Third, financial incentives should be better in line with prevention. Despite the recent changes, the legal wage of the UK is still among the lowest level in Europe – 116.75 pounds per week. Many employers, who have already increased costs, are understanding understandablely to offer more. But when it is insufficient, employees are forced to choose between work during financial or financial difficulties.

The medical wage review has long been late and must be part of the draft employment law currently operating through Parliament. For most companies, high pathological wages will have little impact on salary statements. But the review must also explore practical options to help companies manage unexpected costs.

The results of better employment can be achieved for people with health challenges – with the aging of the population, it is something that we need urgently. The UK has witnessed positive changes when we deal with these structural blocs in the labor market. Employment rates among mothers improved significantly, with the support of a mixture of workplace rights, financial incentives, practical assistance and cultural change. We now need the same long -term commitment to work and health.

If we really want to realize the economic and social benefits of Britain’s work, the focus must turn from reducing the costs of benefits in the short term. History indicates that it is unlikely to provide great savings or permanent results – they also risk real harm. The real opportunity is to be in concerted efforts by government and employers to help people with health challenges at work.