What happens if employees can’t open up about their health?

What happens if employees can’t open up about their health?

In a survey by Benenden Health, 43% of employees admitted they wouldn’t feel confident about discussing any health problems with their organisation.

The main reason given was the fear that opening up would have negative consequences for their career. Relationships would change. Any kind of ‘sickness’ would count against theme when it came to conversations about performance and consideration for promotion. 27% thought they would be in danger of losing their job as a result.

The issue people were least likely to want to mention was their mental health. 36% reported lying to their boss about the reason for an appointment relating to mental wellbeing.

These concerns were backed up by the findings from employers themselves. 28% said they would have doubts about offering support on health, even when it came to established, long-serving staff. 19% added that while they might have employed someone with pre-existing health conditions in the past, they wouldn’t be doing it again.

Unhealthy habits

More than half of UK employees have a long-term health issue or disability, claims the research, meaning large proportions of the workforce feeling unable to be open about their condition or access support and benefits.

In turn, there are risks of apathy, disengagement, higher levels of absence, lower productivity – and people just deciding they will find a more conducive and supportive environment with another employer.

Naomi Thompson, Head of OD and Benenden Health, pointed to outdated attitudes to recruiting people with long-term health issues: “This stigma is especially prevalent in the workplace, with businesses too often unable to identify wellbeing issues, employees concerned about the implications of discussing them and a continuing lack of tangible support, all of which contribute to lost time and productivity for businesses as well as unaddressed poor employee wellbeing.”

Being human

“Surely we’ve gone past the stage where people have to stop being themselves when they walk through the door or log on to the organisation’s IT platform?” asks EAPA UK chair Eugene Farrell. “Do we really have to become impersonal, efficient robots?”

“Organisations only get the most from their people when they can be their whole selves. When they feel comfortable in their own skin, able to trust the people around them. That’s the way to tap into people’s true potential in terms of teamworking and creativity, as well as effort and engagement.

“Being able to talk honestly about health, physical and mental is all part of that process of unlocking people’s full potential. An EAP is a critical part of a support offering, the chance to speak in confidence with professionals. But this needs to be part of a wider culture of healthy attitudes to people and what really constitutes being strong: hiding your worries or facing up to them head-on?”

What happens if employees can’t open up about their health? Eugene Farrell