Long term sick benefits

There are currently 3.5 million people claiming long term sick benefits in this country and this is expected to rise to 4.1 million by the end of this parliament. Financially, this equates to £100 Billion per annum.

So what can you do as an employer?

The financial difference between working and claiming may not be large for staff earning minimum wage but, they are still better off financially working than they are claiming.

So clearly, ‘doing nothing’ is more stimulating or achievable, than doing a job!

Therefore, this is what we need to focus on – how do we make a job more stimulating to encourage people to work or how do we make a job more achievable for people with long term health conditions.

I would encourage a two prong approach

Review all your job specifications and challenge yourself to increase all levels of flexibility.

For example:

• Can you build in a set number of days working from home (if preferable to the employee)?
• Can you offer flexibility of start and finish times?
• Offer Holiday purchase/buy back schemes, where the employee can choose how many days holiday per annum they have.
• Offer job share.

I would also ensure your sickness policy is very clear, supportive to sickness but also tough on ‘questionable’ sickness! For example, some companies have a policy where if there are three separate sickness incidents in a twelve month period, the Line manager of that individual has the discretion to implement Managing Performance procedures.  The idea is that this policy will stop the ‘not feeling well on a Monday morning syndrome!’

Additionally, make it clear that if somebody is working, they are expected to fulfil the specified role completely and correctly.

‘I am feeling a bit under the weather today, so I will do a few hours working from home.’  This is unacceptable. They are either fit enough to work fully, or they should be signed off sick.

Build staff advocacy. Help them feel that they belong and are proud to work and represent your business.

How can I do that?

• Make sure regular appraisals are happening and that the person undertaking the appraisal is professionally trained to do this. This is the ideal opportunity to get to understand what is important to your employee and give them the support they need.
• Arrange staff Advocacy training. Do your staff know your Company values and your mission statement? Do they know the USPs of your business? Do they know why your business even exists? Are they familiar with the history of the business and the value it brings to the local community? Most businesses have a proud heritage, help your staff feel part of this, then they will care more.

The benefits of implementing solutions

We need to remember that every time a member of staff is ‘sick,’ this also has a negative effect on their colleagues (increased workload), customers (less staff to serve their needs) plus the profitability of the business.

We cannot do the government’s job for them and solve this issue, but we can make sure that as employers, we are geared up to support our unwell staff and have in place the right enticements – whether they are positive or punitive.

This will benefit the staff who are not sick, our customers and our profits.