Health

The volume of people with physical and mental health needs has increased over the last few years. In addition to people with disabilities we have an increased number of people with long term health needs, long NHS waiting lists, ‘long covid’ and an increasing number of people, of all ages, with mental health needs.

Also, our working age population will expand as people need to work longer before retirement.

Recruitment – employers will need to broaden their recruitment methods to attract people into the workforce. This will need a review of employment opportunities to include greater flexibility for those with health needs. People with health needs or disabilities account for 10% of the Plymouth population (Plymouth report), compared to the England average of 8.3%.

The Plymouth report cites the following on mental health:

·       In 2017 (pre pandemic) there were over 26500 people estimated to be suffering from common mental health problems. This included depression, anxiety, and obsessive compulsive disorder

Plymouth Report_2019.pdf mental health statistics

Retention – Investment in supporting people with health needs can reduce recruitment costs and help employers to retain skilled people. This may mean often minor interventions e.g. adjustments or flexibilities to help retain people.

What do we mean by health needs?

The subject is broad including people with disabilities, long-term health needs, mental health needs, and neurodiversity.  It can include people waiting for operations or medical assessments before treatment is prescribed.

Why is this important?

With the introduction of greater flexibility in the workplace more people, with disabilities and long-term health conditions can be an asset to any workforce. As our working age population expands, employers will need to be more aware of how to welcome and support more people with health needs.

Even before physical effects are felt, poor work/life balance impacts mental health dramatically. In 2021 Work Trends Report, workers from across the world told us that “work/life balance” and “pressures from work” were the second and third greatest sources of stress in their lives, respectively.

Employers also have statutory requirements:

Equality act 2010 - Equality Act 2010: guidance - GOV.UK (www.gov.uk)

Health and Safety at work act - Health and Safety at Work etc Act 1974 – legislation explained (hse.gov.uk). 

Both of these have clear guidance on maintaining a safe, health workplace and the rights for people with disabilities or health needs.

How will this benefit the employees?

A more inclusive workplace that offers practical support for people with health needs allows people to lead more fulfilling lives and provide for themselves and families. One of the best methods to improve people’s physical and mental health is for them to have suitable employment and the network that work provides.

Flexible and supportive employment allows people to retain employment whilst managing health conditions.

How will this benefit employers?

Often quite simple adjustments allow employers to broaden their talent pool and to cover a wider range of jobs with flexible working. Many people with health needs will still continue to be assets to employers with their different focus and skill sets.

Supporting people with long-term health conditions, or through treatment, can lead to better retention rates and a happier workforce.