How an ageing workforce will change HR’s approach to wellbeing
How an ageing workforce will change HR’s approach to wellbeing
Research from The Health Foundation has claimed that the number of adults in England faced with long-term health conditions — like cancer, diabetes and kidney disease — will rise by 2.5 million by 2040, an increase of 37% on 2019 figures: meaning 9.1 million people.
The study found that the largest increases in chronic illnesses would be related to anxiety and depression, chronic pain and diabetes, the kinds of conditions that are ongoing and dealt with through GPs and other community care providers.
An issue of compliance
With more employers looking to retain the skills and knowledge of older employers, there are believed to be significant implications for HR and their attitudes to health promotion and support for people with long-term conditions.
Under the 2010 Equality Act, many employees with long-term illnesses are considered to be ‘disabled’ and need to be treated in ways that avoid claims of discrimination.
Chronic health conditions are also more likely to affect younger age groups. The Health Foundation research has pointed to how the number of people in the 20-69 year-old age category with a major illness rose by more than 25% between 2010 and 2020.
Early interventions count
EAPA UK Chair, Karl Bennett said: “People are living longer and working longer in countries around the world — a fact that should be celebrated, and something that is proving of great value for many employers as they struggle to retain talent and experience. Chronic illnesses are booming more common, with many more people needing to deal with the needs for ongoing health treatments and management, not only those in older age groups.
“HR and employers have an important role to play in achieving a workable balance, helping people to stay in work and contribute for was long as possible without feeling the negative effects of employees being off work with long-term sickness.
“That means pro-active health promotion and support at all stages of people’s careers, early interventions around concerns relating to issues such as mental health — and a constant awareness of the strong relationships between mental and physical health. Making sure staff are in a good place mentally is always a foundation for helping people avoid physical health problems over time.”