A recent survey by GRiD, the industry body representing the group risk sector, reveals that only 40% of employers provide support for physical health to employees suffering from injuries and new illnesses or disabilities. The assistance often includes access to private medical treatment, vocational rehabilitation, and similar health services aimed at helping employees remain in or return to work.
The survey also highlights the level of support employers extend in other critical areas. Around 38% of employers offer mental health resources, including mental health first aiders, employee assistance programs, and counselling services.
The same percentage of employers provide support for social wellbeing, which may involve encouraging employee participation in workplace events. Meanwhile, 36% of employers extend financial assistance, such as budgeting advice, discount vouchers, or pay advances.
“While it is good to see employers thinking broadly about their staff in these situations across the four main pillars of physical, mental, social, and financial support, these figures are low,” said GRiD spokesperson Katharine Moxham (pictured). “We would like to see more employers prepared to support their workforce through these difficult times.”
Among the employers who do offer support when staff are incapacitated, one-third (33%) identified physical health support as the most beneficial. This was followed closely by mental health support at 31% and financial health assistance at 29%.
When it comes to funding this support, 41% of employers do so on a case-by-case basis. GRiD, however, warns that this approach presents several challenges. It can be costly to ensure comprehensive support across all cases, and budgeting becomes difficult given the unpredictable nature of how many cases might arise each year.
Additionally, the lack of a standardised approach can lead to issues of discrimination or inequality if not all employees receive the same level of care. Employers may also struggle with fully understanding the complexities of certain conditions, leading to inefficient use of resources and delayed positive outcomes.
Long-term or complex conditions may also require ongoing support, which case-by-case funding may not adequately cover.
Employers offering benefits like group income protection are generally better equipped to manage such situations, as this approach provides a more cost-effective and comprehensive solution for supporting employees.
“We would encourage more employers to investigate how group income protection has helped other companies and how it could support theirs,” Moxham added. “It does of course give financial assurance but also a great deal of preventative and rehabilitation support too.”
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