Two-thirds (66%) report that employees are struggling to access mental health services, while other key areas of concern include:

• Lack of preventative care support (65%)
• Limited access to physical health services (62%)
• Insufficient financial support during sickness or injury (56%)

GRiD highlighted that these issues have a dual impact. On one hand, employees may face worsening health outcomes without adequate support, affecting their overall quality of life. On the other, businesses are likely to experience increased absences and reduced productivity when staff can’t access the care they need.

Katharine Moxham, spokesperson for GRiD, said: “The UK lags behind many of the other G7 nations in terms of productivity, and both the Government and employers need to address this issue: the health and wellbeing of staff is a good place to start. Rightly or wrongly, there is a move away from state support to the onus being on the employer to fill this gap, and employers need to be ready to do so. Those who do not grasp the opportunity willingly may find themselves on the backfoot when it comes to being able to recruit and retain the best talent.”

Employers must take a holistic approach to employee wellbeing, recognising the interconnected nature of mental, physical, social, and financial health. To effectively support staff, businesses should ensure their wellbeing programmes cover all these areas. It’s important not only to provide help during or after illness or injury but to focus on preventative measures to reduce the risk of health issues arising in the first place.

Offering access to resources like talking therapies, virtual GPs, second medical opinions, health apps, and rewards for healthy behaviours can keep employees productive and engaged. Additionally, vocational rehabilitation should be integrated, using specialist assessments and services to support employees both during time off and when transitioning back to work.

HR teams and line managers also need support through HR and legal helplines, as well as assistance with mediation. Employer-sponsored life assurance, income protection, and critical illness cover – collectively known as group risk benefits – provide comprehensive solutions for both employees and businesses, and should be an integral part of any wellbeing strategy.

Katharine Moxham concluded: “Changes in governments, policies, the economy, and state provision, mean that the expectation for managing absence and rehabilitation is increasingly falling to employers. Providing comprehensive support to staff needn’t be a burden if employers choose their employee benefits partners wisely. However, fresh fruit on Fridays will no longer cut it for businesses that do not want to see productivity levels drop.”