How to ensure impact from post-Covid-19 health and wellbeing investment

How to ensure impact from post-Covid-19 health and wellbeing investment

Research by Westfield Health estimates the cost of employee absence in the UK spiked by £1.3 billion, taking the total cost up to £14 billion in 2020.

The average employee took 3.19 days off work for mental health-related issues which (compared with 2.90 days in 2019). More than one in three workers (36 per cent) said their workplace productivity had been negatively affected by mental health every week. Presenteeism is a major issue: 76% said their productivity had stagnated since 2019.

The biggest factors in terms of negative impacts on mental health were found to be anxiety around job security (22%). 21% were worried about loneliness. 34% said their morale was poor.

Asking for help

In the study, 81% of employers had increased their levels of investment in staff wellbeing measures. Employees themselves most wanted to see an extension of flexible working offerings (28%), more mental health support (26%), and for workplaces to be made more Covid-secure (28%).

Dave Capper, CEO, Westfield Health, said: “Despite the welcome news of the vaccine roll-out, it is likely that the HR and wellbeing teams will be focussing on the role their business can play in the mental wellbeing of their teams. However, this research shows that the implications for a business are too big for a company’s HR team to navigate alone. In 2021, companies will need to support wellbeing from the top down.”

Employers are getting more creative. At the end of last year, manufacturer organisation NSG Pilkington installed a free health monitor kiosk, provided by Wellpoint, allowing employees access to checks on their cardiovascular fitness, blood pressure and weight. As part of the National Police Welling Service scheme, Sussex Police have given officers the chance to spend downtime with a group of wellbeing dogs to help them relax and de-stress. 

Targeting investment

“Taking a positive grip on the post-Covid-19 situation and providing the best platforms for workplace wellbeing has to be the priority for 2021,” says EAPA UK chair Eugene Farrell. “Absence levels need to come under control, engagement and productivity levels need a dramatic boost. Good news relating to the pandemic and lifting of restrictions will do part of the job, but HR need to be pro-active in creating a long-term environment of awareness and support.

“It’s critical that all staff know about the full range of expertise and support that an EAP offers across the spectrum, from everyday worries around finances and relationships, to access to professional counselling.

“With finances under pressure it’s also important that the right investments are being made, in to those initiatives with the biggest impact on health and wellbeing. Measurement of effectiveness and ROI has to be fundamental. Research by EAPA has shown how it’s the employers who are most engaged and interested in the performance of their EAP, who provide regular management reports using the EAPA calculator, who see the biggest ROI.”