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strung out

SUMMARY OF KEY FINDINGS in partnership with

THE REPORT ANALYSIS is based programmes.
on replies from 1,078 organisations Decisions regarding the purchasing
across the UK in reference to 3.2 of well-being benefits are more than HEALTH AND
million employees. twice as likely to be influenced by WELL-BEING
More than four-fifths of respondents budgetary constraints as alignment AT WORK
have observed ‘presenteeism’ (going with the organisation’s health and
to work when ill) in their organisation well-being strategy or managing
and a quarter say the problem has got identified health issues in the
worse since the previous year. workforce.
Nearly two-thirds have observed
‘leaveism’ (such as using holiday leave ‘Presenteeism’
to work) in their organisation. And more More than four-fifths of respondents Survey report
than half say their organisation hasn’t have observed ‘presenteeism’ in their April 2019
taken any steps to address the issue. organisation over the past 12 months
These disturbing results undermine and a quarter of these report it has Health and well-being at work
the fact that the survey records the increased over this period. Very few Just over a quarter of organisations
lowest number of average sick days believe it has decreased. that have experienced leaveism have
(5.9 per employee per year) in the 19- Most organisations are not doing taken steps to discourage it over the
year history of the report. anything to discourage presenteeism. past 12 months, most commonly
Two-fifths have a standalone Just under a third of those who through providing better guidance for
well-being strategy while a similar have observed presenteeism within all employees and investigating its
proportion are much more reactive their organisation are taking steps potential causes. A higher proportion
than proactive and one in six are not to discourage it, although this is an of organisations this year are making
doing anything to improve employee improvement on last year (when 25 efforts to foster a culture based more
well-being. Just half agree that line per cent took steps). on outputs than inputs to discourage
managers have bought in to the Efforts to tackle presenteeism most both leaveism and presenteeism
importance of well-being. commonly rely on line managers (although they remain in the minority).
Nevertheless, there are some sending home people who are unwell
indications that employee well- and better guidance for employees. Work-related stress
being is receiving increased Just 30 per cent of those taking steps Stress-related absence has increased
attention compared with last year. are investigating its potential causes. over the last year in nearly two-
In particular, more respondents fifths of organisations. Just eight per
agree that employee well-being is on ‘Leaveism’ cent report it has decreased. Heavy
senior leaders’ agendas (61 per cent Nearly two-thirds of respondents workloads remain the most common
compared with 55 per cent last year). report they have observed some form cause of workplace stress, but this
Mental health is a key and of ‘leaveism’ over the past 12 months. year an increased proportion blame
increasing focus of organisations’ Half have observed employees working management style. Over the last few
health and well-being activity. Most outside contracted hours to get work years there has been a gradual increase
also report their activity is designed to done, over a third report employees in the proportion of organisations that
promote good work, collective/social use allocated time off (such as holiday) are taking steps to reduce workplace
relationships, physical health and when unwell and over a quarter say stress. Nevertheless, a third of those
values/principles. employees use allocated time off who report that stress-related absence
Thirty-seven per cent of to work. These findings show a has increased in their organisation
organisations make efforts to small improvement compared over the past year are not taking any
promote financial well-being to with last year. steps to address it.
a large or moderate extent. Most
organisations provide one or more
well-being benefit to employees.
Most offer some form of
health promotion
and an increasing
proportion
provide
employee
support in
the form of
counselling
services and
employee
assistance

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