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SOHWELL Supporting Occupational Health & Wellbeing 21 September - PowerPoint PPT Presentation

Oct 13, 2022 •123 likes •460 views

SOHWELL Supporting Occupational Health & Wellbeing 21 September 2017 Mark Gannon Manager Benefits Supporting Occupational Health & Wellbeing Whats SOHWELL about? SOHWELL is based on the principle that, in most cases, its

  1. SOHWELL Supporting Occupational Health & Wellbeing 21 September 2017 Mark Gannon Manager – Benefits Supporting Occupational Health & Wellbeing

  2. What’s SOHWELL about? • SOHWELL is based on the principle that, in most cases, it’s better for a person’s long term health to be in work Strong focus on occupational health and early intervention so that people can make a successful return to employment at the right time in their recovery Supporting Occupational Health & Wellbeing

  3. Connected to what’s already happening • Key links to other strategies including: – Mental Health and Wellbeing Strategy – Longer Working Lives – Disability and Inclusion Strategy – Secondary Pensions (financial wellbeing) Supporting Occupational Health & Wellbeing Supporting Occupational Health & Wellbeing

  4. What are Incapacity Benefits? 2 routes for claiming Incapacity Benefits (some duplication) Illness or Injury Illness or Injury Supplementary Sickness Benefit Benefit Incapacity Benefit Industrial Injury Benefit Supporting Occupational Health & Wellbeing

  5. Facts & Figures Social Insurance Means-tested Short term Long term What they Sickness Benefit Incapacity Benefit Supplementary Benefit are Industrial Injury Benefit Based on individual circumstances (need v Enhanced rate of benefit Only paid for claims income) lasting 4 days or more Payable after 6 months Can be paid to people Basic rules incapacity Need to satisfy unable to work due to contribution conditions illness Replaces sickness benefit (sickness benefit) & industrial injury benefit May also get contributory based benefit Average 520 claim 400 840 (incapacity related) numbers £4m Annual cost £3.3m £7.7m (incapacity related) Supporting Occupational Health & Wellbeing

  6. Return to work statistics • 6 months off - Less than 50% chance of RTW • 12 months off - Less that 30% chance of RTW • 24 months off - Less that 10% chance of RTW The concept of early intervention is central to vocational rehabilitation, because the longer anyone is off work, the greater the obstacles to return to work, and the more difficult vocational rehabilitation becomes. Supporting Occupational Health & Wellbeing

  7. What is SOHWELL seeking to achieve? To reduce:- • the duration of sickness absence periods • the number of people who become long-term sick • the number of people who fall out of work due to long-term sickness Through:- • Improved early intervention strategies • An improved medical certificate • An improved work capability assessment • Closer working with GPs and employers • Raising awareness of Occupational Health Supporting Occupational Health & Wellbeing

  8. SOHWELL the journey so far… Phase 1 • 12 month transformational change project • OH lead as subject matter expert • Reshaping of existing early intervention strategies • Redesign of medical certificate • Redesign of work capability assessment • Delivery of training to GPs & Specialists Supporting Occupational Health & Wellbeing

  9. SOHWELL the journey so far… Phase 2 • Employer engagement (events, individual interviews) • Increased awareness (FitTogether initiative, employer events) • Developing relationships (partnerships with MIND, GET, HSC) Supporting Occupational Health & Wellbeing

  10. Medical Certificate Supporting Occupational Health & Wellbeing

  11. Supporting Occupational Health & Wellbeing

  12. Employer’s copy Supporting Occupational Health & Wellbeing

  13. Page 1 – For Medical Practitioner If actual diagnosis is unknown, describe health problem instead. To be completed if the patient has experienced an accident at work. Is patient unemployed, consider whether they are capable of job seeking activities. Supporting Occupational Health & Wellbeing

  14. Would OH advice be beneficial? Should be the minimum period within which the patient is expected to be fit to resume work. Only complete if no reasonable adjustments doctors can identify, which would make an earlier return to work more likely. Patients can still return to work earlier if they recover more quickly. Should be the minimum period within which the patient is expected to be fit to resume work, but identifies that an earlier return may be possible, if adjustments can be made. Space is provided for doctor to give advice about the return to work, but it is for the employer to identify workplace adjustments. Patient remains unfit for the specified period unless reasonable adjustments can be made. For patients who are no longer in employment. Supporting Occupational Health & Wellbeing

  15. Wellbeing and SOHWELL Sickness Certificate and Physical Health Work Capability Assessment Case Management Process Working with GPS and Specialists and physiotherapists Positive interventions Importance of work and Work is part of Social Contact rehabilitation Work Rehabilitation PCMHWS Officers Finding the right job to Financial Support match skills Safe working Environment Supporting Occupational Health & Wellbeing

  16. Case Management Process Supporting Occupational Health & Wellbeing

  17. Support available through Social Security • Back to work benefits  Training  Supported return to work  Grants to claimants and employers  Deemed incapacity (or unemployment) • Work rehabilitation team • Employment schemes/initiatives Supporting Occupational Health & Wellbeing

  18. The Employer’s Role Encourage and support line Make sure line Promote the managers to consider managers monitor benefits of workplace adjustments to help sickness absence Occupational people get back to work more from day 1 Health advice quickly Make sure line Signpost information to line Encourage all staff managers and HR managers about the effects of to take a look at staff act upon any common health conditions in the Fit Together advice provided the workplace so that they feel webpage on the medical more confident talking to staff (www.gov.gg/fitto certificate who are off sick gether) When a workplace adjustment is suggested, Let Social Security know what else should be encourage line managers to consider it in its done to help get people back to work more widest context i.e. team & organisation quickly Supporting Occupational Health & Wellbeing

  19. Perceptions of Occupational Health & Wellbeing • Finding fit people • Helping to sack skivers • Reassuring the lads • Helping with Fred’s personal problem • First aid Supporting Occupational Health & Wellbeing

  20. Occupational Health Effects of work on health affects of health on work Wellbeing Work on Health Health on work “Work Style” Health Lifestyle health (Travel, diet, excessive caffeine, lack of Risk of heart disease, cancer, diabetes and Physical physical activity, sleep disturbance) common health problems Musculoskeletal disorders The obesity epidemic Common mental health problems Psychological Pressure and stress (anxiety, depression) Bullying, interpersonal conflict, Family, relationship problems, childcare behavioural issues Social Legal issues The organisational culture Drugs/alcohol addiction Work life balance The workplace Home problems Travel to and from work Local disputes Environment Noise, vibration, radiation, chemicals, Neighbours Risk assessments Housing problems Reward and recognition Financial difficulties Economic Flexible benefits Debt Disposable income Gambling Supporting Occupational Health & Wellbeing

  21. Cost of poor occupational health and wellbeing Staff Turnover Insurance Sickness Claims Absence Legal Claims Accidents Poor customer service Low productivity Poor Quality Difficult working relationships Lack of innovation Low morale Poor decision making Supporting Occupational Health & Wellbeing

  22. www.gov.gg/fittogether FitTogether Supporting Occupational Health & Wellbeing

  23. www.gov.gg/fittogether FitTogether Supporting Occupational Health & Wellbeing

  24. Workplace interventions Reasonable adjustments • Occupational Health • Effective absence management e.g. agree contact, • pre work meetings, phased returns Employee Assistance Programmes • Coaching • Mediation • Supporting Occupational Health & Wellbeing

  25. ‘Reasonable’ Effectiveness – will the adjustment prevent the disadvantage or will it make any difference? Practicality – how practical is it to make an adjustment? Would it help other members of staff? Financial and other costs – how much will the adjustment cost and will it disrupt any of the organisations activities? Supporting Occupational Health & Wellbeing

  26. Mental health isn’t simple Mental health condition is a personal experience • You can never switch off from a mental health • condition Social attitudes keep you ‘ploughing on’; early • intervention is key to a swift and full recovery No one solution fits all; you have to learn what • works best for you Supporting Occupational Health & Wellbeing

  27. Causes & symptoms of stress Relationships • Too much / too little work • Poor physical working conditions / organisational • culture Difficulties in delegating • A reduction in normal performance levels • An increase in sickness absence/visits to GP • Change in mood or perceptions • Physical symptoms (headaches, palpitations, unable to sit) • Supporting Occupational Health & Wellbeing

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