We recently attended the Health and Wellbeing @Work conference in Birmingham where Senior Researcher from Tilburg University Dr Margot Joosen presented her findings from a study focusing on returning employees to work who were or had been absent with a mental health issue. Continue reading
At the recent Health and Wellbeing @Work conference in Birmingham, Royal Mail’s Lead Ergonomist, Corinne Parsons, presented how they had planned their strategy for reducing absence due to musculoskeletal disorders. As background information Ms. Parsons highlighted that the main long-term sickness absence causes at Royal Mail are mental health (20%), musculoskeletal disorders (23%), and injury (23%). Furthermore, they have an ageing workforce and their workforce is 85% male. Continue reading
Britain’s Healthiest Workplace has found that employees with flexible hours and the ability to work from home report lower absences and greater job satisfaction, and consider themselves to be in better physical and mental health. Those with inflexible hours, who are office-based and who face long commutes, are less productive and in poorer health. Continue reading
A new General Data Protection Regulation (GDPR) will soon replace the old Data Protection Act (1998). The GDPR will apply in the UK from 25 May 2018. The government has confirmed that the UK’s decision to leave the EU will not affect the commencement of the GDPR. Continue reading
For the first time since 2009, XpertHR annual absence survey 2017 shows an average absence level above 3%. Among the 588 survey respondents that provided data on absence rates for 2016, the national average stood at 3.2% of working time, equivalent to 7.4 days per employee. To help compare with the preferred metric used in CIPD annual absence survey, this year’s median figure in XpertHR data was 6.6 absence days per employee. In 2016 CIPD reported a median level of 6.3 days per employee. Continue reading
In July 2013, new fees were introduced to pursue disputes against employers in the tribunal courts to defer employees from lodging unfounded claims. Type A claims for sexual harassment, unfair dismissal and discrimination cost claimants £1,200. Type B claims to recover unpaid wages or holiday pay cost the employees £390. This has had a major impact on the number of claims processed by the tribunal courts. Continue reading
The Bradford Factor is a neat mathematical formula for calculating absence levels and triggering management action. It is focused on targeting frequent short-term absence, based on the principle that this type of absence is more disruptive to the workplace. The Bradford Factor formula is: Continue reading
Lunchtime tackles absence with Honeydew – client interview
We recently asked Jillian Scotney HR Director from Lunchtime about their experience working with Honeydew.
Lunchtime is schools contract caterer with schools across London, Cambridge shire and Norfolk. They have been using Honeydew’s system since January 2017.
Fit for Work has put together a great resource on mental health conditions for employers. It talks about how common these issues are and how to spot them early. Very importantly, the infographic also talks about the return to work process. Returning to work after any long term absence can be hard but especially sufferers of mental health illnesses can really struggle with the fear of returning.