Our companies invest in staff welfare and well-being. Health and safety is managed within our companies. Particular focus is given to reducing risks associated with work-related stress and musculo-skeletal injuries from desk work. Following best practice design at our workstations ensures the reduction of difficulties such as repetitive strain injury or back problems.

Companies operate their own health and safety management systems, which may include Health and Safety Committees, regular audits and risk assessments and training for employees. Over 74% of our companies have nominated someone with specific responsibility for health and safety. Our companies generally provide employee advisory programmes which provide help and support on a number of issues including personal well-being.

Each company provides a holistic and integrated set of health, safety and wellness support for employees. This may include:

  • Health and safety training and ergonomic assessments.
  • Employee assistance programs – a source of confidential advice, support and counselling on topics such as health and parenting skills.
  • Flexible benefit programs, including subsidised childcare.
  • Flexible work arrangements enabling people to work part-time or from home, as well as career breaks and sabbaticals.
  • Medical checks and health screening, often through on-site doctors and nurses.
  • Health and well-being advice services on issues such as weight loss, nutrition, healthy living.
  • Health insurance.
  • Training on stress and time management.
  • Subsidised gym memberships or on-site gyms, yoga and exercise classes.
  • Special programs for parents with children or dependents with special needs.
  • Cancer case reviews.
  • Substance abuse case reviews.
  • Dedicated/Designated clinical service units supporting our workforce.
  • Emergency childcare services.
  • Maternity, paternity and adoption benefits.
  • Flu vaccinations.
  • Health and well-being advice services on issues such as weight loss, nutrition, healthy living and pre- and post-natal care.
  • Preventive care considerations/programs along with a Member Health Engagement Plan.
  • Health and welfare insurance.
  • Vision care programs.

Days lost due to sickness

Days lost due to sickness
  • Total days lost due to sickness
  • Rate per employee
Note to chart: In 2013, there were on average 3.5 days per employee lost due to sickness (2012: 3.4). We estimate that the cost to the business from absences due to sickness in 2013 was £59.5 million.

3.5 days lost due to sickness per employee in 2013 (2012: 3.4)

Mental health and well-being

Work-related stress can arise when employees feel unable to cope with their workload or to balance the demands of work and personal life.

We assess the risk of work-related stress across our companies through regular staff surveys and by monitoring issues raised through our Right to Speak helpline, employee assistance programs and during exit interviews.

Our companies have access to occupational health consultants who help them to manage programs to reduce work related ill-health. For example, our HR directors in the UK underwent training run by the mental health charity, MIND, to help improve awareness of mental health issues and strategies for prevention and treatment.

Recognising the importance and growing prevalence of mental health issues, our companies undertake pro bono campaigns for organisations working in this area.

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