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National Employment and Health Innovations Network workshop presented by

National Employment and Health Innovations Network workshop presented by ICAS Return To Work Services. 176m sick days in 2004 – increase of 6% cf 2003 Cost of £12.2 billion in 2004 (CBI annual absence survey 2005) £601 per year per employee Average of 8.4 days per year (CIPD 2005)

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National Employment and Health Innovations Network workshop presented by

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  1. National Employment and Health Innovations Network workshop presented by ICAS Return To Work Services

  2. 176m sick days in 2004 – increase of 6% cf 2003 Cost of £12.2 billion in 2004 (CBI annual absence survey 2005) £601 per year per employee Average of 8.4 days per year (CIPD 2005) More than two thirds of employers do not calculate the cost of sickness absence (ICAS Absence Survey 2006) Absence: Size of the Problem

  3. What would you like to get out of this workshop? Introduction

  4. Stress and mental health major causes of absence for non-manual workers Mental health a factor in majority of sickness absence (ICAS Absence Survey 2006) 13.4 million days lost due to stress over any 12 month period Average time off work 28 days each year for employees (HSE) Absence: Causes of the Problem

  5. Two thirds of employees off work for 6 months or more with a physical condition are likely to be suffering from anxiety and depression (Ford 2001) 10 days or more absence now accounts for 50% of all absence (CIPD) UK has 27.2% long term sickness cf EU average of 16.4%. (People Management 2004) Absence: Features of the Problem

  6. The longer an employee is absent from work, the lower the probability of a return to work. (Robinson et al., 1997) Belief in own dysfunction is a significant factor in duration of absence; this tends to worsen over time. (Pearson 2001) Early intervention results in significant reduction in medical practitioner visits and shorter work absences. (Zigenfus et al., 2000) Absence: More Facts…

  7. Absence: More Facts… • After 5 weeks absence, significant impact on workability. After 6 months absence only a 50% likelihood that the employee will return to work. (CIPD 2003) • At 12 months this falls to 25% and after 2 years the chance is almost zero. (British Society for Rehabilitation Medicine 2001; Faculty of Occupational Medicine 2000).

  8. Joined-up thinking Case Management Vocational Rehabilitation Involvement of key stakeholders GP Manager OH HR Union Clear and concise information What is the Solution?

  9. Early intervention-challenging medical certificates Managing impact upon families and colleagues as well as the individual One stop service co-ordination Referral networks Vocational Rehabilitation Provides:

  10. Vocational Rehabilitation: What Works? • Address issues from perspectives of employers • Focus on abilities rather than disabilities • Individually tailored programs • Holistic approach • Connectedness: planning, co-ordination • Expertise: case management and disability specific

  11. Vocational Rehabilitation Assessment Rehabilitation Programme Planning Ongoing Rehabilitation Counselling and Case Management Condition Management Programmes Worksite Assessments Job Analysis Fitness For Work Assessments ICAS RTW Services Provide:

  12. ‘Unpack’ the diagnosis Functional implications Systemic intervention Works with all key stakeholders Vocational Rehabilitation: What Does It Involve?

  13. Rapid intervention with clear ground rules for all Rigorous and efficient assessment to get expectations clear Straightforward steps for OH and HR to get the employee back to work quickly and safely Challenges the medical model Benefits of Vocational Rehabilitation

  14. Dramatic impact on business performance 12:1 cost benefit ratio: for every pound spent on VR Return to Work Services, £12 saved (HSE Managing Absence 2004) 86% Return to Work rate to substantive level and hours Return to work on average 4 weeks after initial intervention Assists in compliance with Disability Discrimination legislation Benefits of Vocational Rehabilitation

  15. Expertise in mental health and behavioural factors Partnership with HR and OH Best practice and evidence-based approach Mitigating risks of absence for employers ICAS - Resolving the uncertainty of absence ICAS Vocational Rehabilitation

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