50 days of work lost per employee last year due to poor physical and mental health

UK employers lost the equivalent of 50 days of work per employee last year due to poor physical and mental health, which is only slightly down from the peak levels in 2022 at the tail-end of the Covid-19 pandemic, according to the FT-Vitality Britain’s Healthiest Workplace survey.

·????? Among 4,787 employees at 59 organisations surveyed, an average of 43.6 days of work were lost due to "presenteeism" (unproductive time in the workplace), in addition to 6.1 days of sickness absence.

·????? The amount of lost work improved by 2% compared to the previous year.

·????? The survey revealed continued high levels of obesity, excessive drinking, and lack of sleep, although most indicators of ill health showed a slight improvement compared to 2022.

·????? The data was used to identify the UK's healthiest workforces, with Arqiva, Novo Nordisk UK, and Strativ Group being recognised as winners in their respective categories.

·????? The survey and associated awards are funded by Vitality in partnership with Aon, Rand Europe, Cambridge University, and the Financial Times.

·????? Wellbeing and productivity were found to be influenced by factors such as income, gender, age, seniority, and work location.

·????? Structural factors, such as autonomy, sense of purpose, pay, working conditions, and supportive management, were identified as more significant influences on workplace wellbeing compared to individual interventions.

·????? According to the survey, 58% of employees reported being overweight, 56% had a poor diet, 23% were obese, and 37% lacked physical activity.

·????? Productive time lost varied based on job level and income, with non-managerial employees experiencing an average of 51.5 days lost, and those earning ￡20,000-30,000 per year experiencing an average of 61.6 days lost.

Organisations can take several steps to support their employees' mental health:

Promote Open Conversations: Encourage open and routine conversations about mental health to reduce stigma and normalise discussions about mental well-being.

Provide Training and Resources: Offer training for managers and employees on how to support mental health in the workplace. Additionally, make mental health resources readily available and ensure that employees are aware of them

Make Reasonable Adjustments: Be flexible and make reasonable adjustments to work policies and practices to accommodate employees with mental health conditions. This can include offering flexible work hours, changing workloads, and providing a quiet work environment

Support Returning Employees: Be supportive when employees return to work after a mental health-related absence. Offer mentorship, coaching, and ongoing support to help them transition back to work smoothly

Promote Good Leadership: Good leadership is essential for promoting positive mental health in the workplace. Employers should provide guidance and support for managers to help them respond to mental health challenges effectively?

By implementing these measures, organisations can create a supportive and inclusive environment that prioritises the mental well-being of their employees.

Like to discuss this further? Please get in touch.