Upload
natalia-reddy
View
594
Download
0
Embed Size (px)
Citation preview
Welcome to the Fit For Work WebinarFacilitated by
Lindsay SoulsbyDirector – People Resolutions
Objectives Understand the implications of the new Fit For Work
(FFW) scheme which was launched on 6th April 2010 through:• Appreciating the costs of absence management in the UK• Recapping on the objectives of the FFW scheme• Understanding how the FFW scheme works and who are
the key stakeholders involved• Learning how the scheme will affect employers and HR• How much the scheme will cost to implement changes• What you should be doing now• What you should be considering going forward to leverage
business and employee benefits
Our Speakers and Q&A Panel
Lindsay SoulsbyDirectorPeople
Resolutions
Gail KovacsDirector
KMG Health Partners Ltd
Linda HoskinsonDirector, Head of Practice People
Resolutions
Linda FletcherDirector
Arrow CMS Ltd
So, just how big is the problem?
Absence and unemployment due to ill health is costing the UK economy an estimated £100bn
Britain has one of the highest proportions of people on sickness and incapacity benefits in Europe. Numbers
have more than trebled since the 1970s to 2.7m 175m working days lost each year
http://news.bbc.co.uk/1/hi/health/7297174.stm
Why are they committed?The costs:
Ill health is estimated to cost £100 billion every year – equivalent to the annual running costs of the NHS
Confederation of British Industry estimates 172 million working days lost due to absence in 2007
This cost employers £13 billion.
2.6 million on Incapacity Benefit and Employment Support and 600,000 more each year
Taxpayers and businesses cannot afford this lost.
So, what do the experts think?
Fit for Work Scheme – What is it?Gail Kovacs
What is it? In response to Dame Carol Black’s Review,
Working for a Healthier Tomorrow, the Government established a number of key initiatives to address the challenges of improving the health and well-being of Britain’s working-age population
Fit for Work Scheme is one initiative
Government’s aim All initiatives are being developed across
Government (DOH, DWP, HSE, etc) built around three key aspirations which will
enable the delivery of the government’s broader vision:
1. creating new perspectives on health and work 2. improving work and workplaces 3. supporting people to work
Work, Health and WellbeingDame Carol Black’s vision:Prevention of illness and promotion of
health and well-being in the workplace
Early intervention for those who are employed but absent with a sick note
Improvement of the health and well-being of those within the benefits system
Government Commitment“We want to create a society where the positive links between work and health are recognised by all, where everyone aspires to a healthy and fulfilling working life and where health conditions and disabilities are not a bar to enjoying the benefits of work.”
Executive Summary – Improving health and work: changing lives. Government’s response to Dame Carol Black’s review of the health of Britain’s working age population.
Why are they committed?The impacts:If out of work, health worsens
The family is likely to fall into poverty and experience social exclusion
Individuals cannot fulfil their potential
Damage to the community in which they live
Why are they committed?The benefits:Protection against financial hardship
Promotion of quality of life
People making the most of their potential
Strong moral, social and economic case
Why Fit for Work?Medical model not working
Growing awareness of the biopsychosocial model and its relevance to sickness absence
Increased understanding that absence is not strictly a medical issue, and that absence management is key
HR staff often not equipped / trained to manage absences effectively
Potential of adoptingVR Standards
Values
Professional training
Education
Code of Ethics
NIDMAR – IFDM
EUSE
StandardsOther Regulated
Professional Standards
UK Rehabilitation Council
British Standards Institution – Publicly Available Specification 150
Key Concepts Work is healthyA healthy workforce is a happier, more
productive workforcePrevention / early interventionQuality and standards to keep the
employee and employer from harmRehabilitation is cost effective
Key Concepts Bio psycho social model – health, social
care and vocational rehabilitation
Best practice is health, occupational health and vocational rehabilitation
Best practice or better practice?
Service user involvement
The evolution of disability management
FromRehabilitating people in order to return them to work/productivity
ToReturning people to work/productivity in order to rehabilitate them
(G. Sokoll, 2002)
Fit for Work SchemeVarious and mostly health led models of
service delivery
providing personalised and timely back-to-work support primarily for people off sick from work, to enable them to make an earlier return to work than they otherwise would, and to remain there
Some services directly aimed at employers
The Pilot Areas Scotland-wide Dundee Rhyl Birmingham Eastern & Coastal
Kent Greater Manchester
Kensington & Chelsea
Leicestershire North Staffordshire Nottinghamshire Wakefield District
General concept Each allotted £1 millionAt least until 2011Develop innovative approachAssisting large numbers of individualsMay assist employers as wellBased on case management model Share with other pilot areas / evaluate
General approachPrimary Provider “Partnership”
Community Services Secondary Provider
VR / Case Management
FFW
Possible Employee InterventionsStepped approach- Website (ask a question, fact sheets, info)- Telephone (advice and guidance, signposting)- More support (CBT, specialised assessments,
counselling, physio, adjustment to work)- Case management (initial assessment, return
to work plans, interaction with employer) etc
FFW
Possible Employer Interventions Website, telephone advice and guidance Health promotion Initial needs assessment Specialised assessments (workstation / ergonomic
assessments, job demands analysis) Education and training (Wellbeing Facilitator, disability
awareness Conflict resolution / mediation Disability management services Policy development / support with compliance etc
FFW
Support with legislation The Care Standards Act 2000 The Carers (Equal Opportunities) Act 2004 The Health Records Act 1990 The Mental Capacity Act 2005 Access to Medical Records Act 1988 The Data Protection Act 1998 The Disability Discrimination Act 2005 The Health and Safety at Work etc Act 1974 The Reporting of Injuries, Diseases and Dangerous Occurrences
Regulations (RIDDOR) 1995 The Employment and Labour Relations Act 2004 The Human Rights Act 2000 Disability Rights Commission Act 1999 Equality Act 2006
Helps employers with…
Risk Management
Health and Safety
Job matching
Sustaining a satisfied and secure labour market
Mobility / transferability
Performance
PersonnelProductivity
Position Potential
Increased profitability Cost savings / effectiveness Demonstrated cost benefits Value for money Managed risks
Skilled / aware workforce Diverse population Safe and healthy team Satisfied employees Continued pool of recruits Managed risks
Improved quality / quantity Sustained levels Achieved targets Reduced disruption Managed resources
Increased market share Enhanced reputation / leadership role Corporate Social Responsibility Increased opportunity for kite marks / accreditation Positively perceived role in the community
Sustained operation Maintained growth / development Fulfilled corporate / fiscal responsibility Opportunities for Innovation Sustained recognition
Other initiatives
Increasing funding to Access to Work Improving advice from GPs about fitness for work
(National Education programme and software support)
Developing a new electronic Fit NoteDeveloping a Mental Health and Employment
Strategy for people with mental health conditions
For EmployersProviding the tools to help them understand the
costs of absence (Business HealthCheck Tool)
Providing support to address individual employee health issues (helpline for SMEs)
Providing funding for innovative and well-being measures in the workplace (Challenge Fund)
In general
Introducing Health, Work and Well-being Coordinators
Creating the National Centre for Working-Age Health and Well-being
Expanding NHS Plus
Similar models in placeRoyal Mail
British Telecom
Dyfed Powys Police
Remploy’s new OH model
NIDMAR training
Convergence
Fit Notes – A Mixed WelcomeLinda Hoskinson
Awareness68% of employers have little knowledge of the
changes Only 5% of employers think they will reduce absence57% of employees don’t think that their doctor is
qualified to judge them fit for work64% GPs feel ill-equippedRepresentatives and TU responses?Line Manager training so far?Government detailed guidance considered to be late
Dialogue
Purpose of the ‘fit note’ is to encourage dialogueWho will this include?
• GPs, Line Managers, HR, OH, EAPs, VR, Reps, LawyersWho will co-ordinate (or case manage) this?What happens if the employee is not willing to
return?Handling disagreements and grievancesGP recommendations are not compulsory but……
Employer Action (a)
Check absence policies and proceduresIs your grievance process robust about disability,
permanent and temporary?Contact Insurance providersAgree terms – will you reduce pay for reduced hours?
SSP terms? FairnessHelp educate your local GPs?Tighten links with OH, EAP, VRRequire strong links with community resources
Employer Action (b)Training for Line Managers and HR – help prepare
the options - most ‘fit notes’ are expected to say ‘Fit for Some Work’
Mental health literacyExplain to employees carefully to avoid suspicion.
(Helpful rehabilitation, rather than inappropriate pressure to return)
Prepare criteria for when adjustments and accommodations are considered unfeasible or too costly.
Professional Advice Where are you getting yours from? Physical and psychological issues GPs – limited knowledge of workplace, roles, absence
policies, legal obligations. Patient focused OH – some knowledge of workplace, few in the UK trained in
Vocational Rehabilitation. Patient focus prevails VR – trained to case-manage and resolve quickly with both
employee and organisation in mind. Links to community and NHS can be variable. (See VR Association for standards)
EAPs – the better ones already do this well, often having access to OH, medical and VR skills. Good at case-management. (See EAP Association for standards)
Fit Notes – A Summary
Summary about the scheme FFW scheme came into effect on 6th April 2010 Built around 3 key initiatives:
• creating new perspectives on health and work • improving work and workplaces • supporting people to work
Ill health costs us 100bn per year Current model is not working Many benefits for the employer as well as the government Links to other initiatives (ie Electronic Fit Note)
Summary about what employers can do
Check absence policies and proceduresTraining for Line Managers and HREnsure health literacy (both mental and physical)Educate employees to ensure the scheme is
accepted and seen as being fair to allEnsure access to professional advise for complicated
cases when required