Gwent Hospitals Contributory Fund Blog

Andy Wilkins, chief executive at Gwent Hospitals Contributory Fund, shares how employers can help staff beat the January blues.

Christmas and New Year celebrations are well and truly behind us and most people have returned to the 9 to 5 status quo. January is known for being one of the longest calendar months and apart from the January sales, many people feel that there is little to look forward to.

In fact, experts claim they are able to work out the most depressing day of the year; perhaps unsurprising it falls in January. An ensuing media campaign by Sky coined the day, which falls in the last full week in January, ‘Blue Monday’. Some of the factors contributing to the day being the most depressing include weather conditions, debt levels, failing New Year resolutions and low motivation.

While many people would prefer to hibernate until the springtime, unfortunately the majority of us have to face the month and keep the economy motoring along.

Employers have a difficult task of keeping staff motivated during this time and ensuring productivity remains high after the Christmas break. Amid this challenge, businesses face high sickness absence rates, relating to seasonal sickness, over-indulgence at Christmas while some staff simply cannot face returning to the office.

The situation is not hopeless however and there are practical steps employers can take to promote health and wellbeing in the workplace and help their staff beat the January Blues.

Studies show that employees regard health packages as one of the most attractive benefits. Employers who invest in health cash plans for their employees are able to demonstrate that their staffs’ wellbeing is paramount. There are many business benefits related to protecting staff in this way, including improving motivation, staff retention and boosting productivity.

Our health cash plans allow businesses to protect their employees from as little as £1.95 per week. The plan allows members to claim money towards a range of medical treatments as well as access to a helpline that can assist anyone experiencing stress or depression.

Chief executive at Gwent Hospitals Contributory Fund (GHCF), Andy Wilkins, explores a recent survey that reveals that staff experience increased stress during December because of more sickness absence.

December is one of the shortest working months in the year and businesses face disruptions in many forms, from Christmas parties to employees scrambling to use up annual leave and bad weather. Another major headache for employers is the high level of sickness absence during the winter months. A new study commissioned by BUPA reveals the extent of the problem by interviewing 100 HR professionals on the levels of staff absence during December. It was found that 71 % of HR professionals believe that absence in December has a significant impact on their team. As a result, over a quarter (28%) said that managing absence increased their stress levels.

It is easy to see how higher levels of sickness during December, has a disruptive effect for SMEs, who struggle to plug the gap in the workforce. There are of course many theories about why absence levels spike in the run up to Christmas. It is common for the weather to be more severe during December, which tends to lead to more cases of flu and colds. Unfortunately, the effects of having staff out of the office can place a strain on those left to manage the workload. It’s unsurprising that stress levels in the workplace increase as a result.

It is also interesting that in addition to the usual seasonal illnesses caused by the cold weather, over half of the HR staff surveyed are concerned that some absences in their companies are caused by ‘overindulgence’ and sickness caused as a result of drinking too much at Christmas parties and staying up late.

How businesses deal with the issue of over-indulgence is their prerogative and a matter for company policy. Dealing with genuine illness, however is just as important to avoid increased sickness absence. There are measures businesses can put in place to prepare for disruption in December. Employers should have a mechanism for supporting employees who have been placed under added pressure, to ensure there is not a dip in productivity and performance. Other more proactive measures could include, encouraging members of staff to get flu-jabs ahead of winter months. In addition, businesses can offer other health benefits throughout the year to encourage a healthy lifestyle and boost motivation in the team.

At Gwent Hospitals Contributory Fund, we offer a business package that allows members to claim money towards medical treatment and also gives them access to a helpline, offering assistance for people who are experiencing stress.

Andy Wilkins, chief executive at Gwent Hospitals Contributory Fund (GHCF) looks into the changing attitudes towards complementary therapies.

There has always been a strong debate over whether complementary therapies have a place in society or pose a threat to the use of conventional medicine. Indeed the Western World was very slow to adopt such practices in comparison to countries in East Asia, where many alternative treatments originated.

Today, the situation is very different; complementary therapy offers solutions to everything from back pain to helping people stop smoking. Alternative therapies have found a place in modern society, and treatments such as physiotherapy and chiropractic are respected and accredited services that are widely used. As their use has grown, the number of practitioners has sky-rocketed which has further legitimised the treatments. Currently there are over 2000 chiropractors, over 3600 osteopaths and over 39000 physiotherapists registered in the UK.

Physiotherapy in particular has gained popularity because of its multiple benefits. In addition to treating patients with musculoskeletal complaints, physiotherapy has proven beneficial to treat conditions such as incontinence, rehabilitating stroke patients, mobilising elderly people after fractures and removing secretions from patient’s lungs to assist breathing.

Many complementary treatments emerged at the end of the nineteenth century, where they were plagued with cynicism within the medical profession. Many regarded treatments such as chiropractic and homoeopathy as pseudo-sciences, created to dupe vulnerable people and offer terminally ill people false hope. As the professions have developed, so too has the understanding of them.

Currently, 76 per cent of GPs and 69 per cent of hospital doctors say they feel that complementary therapies should be made available on the NHS. This widespread interest has helped to encourage research in the area. Of course, this increased level of research has ensured that complementary therapies are safer and more effective.

There is no dispute that conventional medicine is still the most approporate in treating many illnesses and diseases, but when it comes to managing side effects of illnesses and associated pain, many people have opened their minds to alternative and less invasive treatments.

Recent research revealed that one in ten people use some form of complementary medicine every year and over half of theUKpopulation will have used treatment once in their lifetime.

In general, complementary medicine does not claim to cure chronic conditions. The evidence available suggests that many people are drawn to the use of complementary medicine because it allows them to take a more active part in the management of their problem and to explore therapies that are usually safe and relatively side-effect free. There is certainly a strong argument to using conventional medicine and alternative medicine in unison.

Despite its popularity, apart from physiotherapy complementary medicine is largely unavailable through the NHS and therefore patients will need to pay for treatment and extensively research to find a reputable practitioner in the area.

At Gwent Hospital Contributory Fund (GHCF), we understand the growing importance of complementary therapies in treating a wide range of conditions and we want to offer our members many healthcare options. Our corporate package enables members to claim money towards to treatment including physiotherapy, reflexology, chiropractic, chiropody and homeopathy.

To find out more information please visit. http://www.ghcf.co.uk/business-customers/

Andy Wilkins, chief executive at Gwent Hospitals Contributory Fund (GHCF) unpacks what new legislation on eye-tests for commercial drivers will mean for employers.

In two years time, all commercial drivers, including HGV drivers, will be subject to mandatory eyes tests in order to stay on the roads.

Currently and perhaps unwisely, there is no such legislation in place, so many employers don’t insist that their drivers pass eye tests or wear glasses if required.

Unfortunately, road accidents involving commercial vehicles such as lorries and buses are nearly always extremely serious. Indeed much media attention has been given to the danger that lorries cause to other road users, particularly to cyclists in built-up areas. A recent campaign, ‘No more lethal lorries’ in the London Borough of Lambeth, focused on encouraging lorry drivers to go on cyclist awareness courses and taking more due care when it comes to turning left and checking their blind spot.

Another focus of road accidents involving commercial vehicles has been fatigue caused by drivers travelling long distances without adequate breaks. It is clear to see that driving a lorry for example, comes with an added set of risks.

Now road safety campaigners and policy makers have turned their attention to the importance of checking commercial drivers’ eyesight to assess their ability to drive safety. This is a positive development and one that will make UK roads safer and reduce serious accidents.

New EU legislation will require commercial drivers to have their eyes tested every five years, whereas private drivers will be required to be tested every 10-15 years.

While some employers will regard the new regulation as an additional bureaucratic maze to negotiate, there exists a compelling argument for companies to comply. A vehicle used for work is in all intents purposes treated as a workplace in the eyes of the law. An employer is required to provide a safe working environment for employees and ensure they are not put at risk. By stipulating that drivers must have their sight tested, employers stand the best chance of protecting themselves from legal action, should a fatal accident occur.

There is also a significant financial incentive for businesses that promote healthy eye care, as they can benefit from lower insurance premiums if their drivers have fewer accidents as a result of having regular optical checks.

Although the EU legislation has already been passed, member states are being given until 2013 to introduce the provision into national law. This gives employers plenty of time to consider how they will enforce the regulations and communicate the changes to their staff and other stakeholders.

Employers may want to consider adopting a health cash plan, in which they offer a health package to staff as an employment benefit.

At GHCF we offer businesses, plans in which staff can claim money off optical care. Cover includes eye tests, prescription glasses and contact lenses. This is a benefit rarely covered by private medical insurers and offers a cost effective option for employers in occupations such as logistics and public transport to prepare for the new laws.

Chief executive at Gwent Hospitals Contributory Fund (GHCF), Andy Wilkins discusses the increasing problems with UK dentistry and how employers can ease the burden on workers.

Dental services have undergone a great deal of reform in recent years, with a rise in the privatization of many practices and many patients denied access to NHS dentists. The situation is set to worsen with dentists leaving the NHS in droves with complaints about pay and overwork.

Shocking figures from The British Dental Association (BDA) revealed that 28 million people in the UK are not registered with an NHS dentist and that 5,000 of the 21,000 NHS dentists have left the NHS in favour of private practice.

It is easy to see how, in the current dire economic climate, people needing dental care will be stretched to afford private dental care. Costs can range from £90 for a consultation to well over £1,000 for braces. The study by BDA also revealed that the high charges mean many are choosing not to have essential procedures and treatment, meaning their dental condition worsens.

NHS and private dentistry nationwide has come under fire from UK bodies, but the problem is even more acute, close to home. Figures show that Wales has the poorest record on oral health, with children here having the worst teeth in the UK. The main influencing factor appears to be over the lack of access to NHS dentists and free dental care.

The problems that exist within the dental market have forced the Office of Fair Trading (OFT) to launch a study to examine whether the private and NHS dentistry markets are actually fit for purpose at all.

The UK market for dental services is worth £7bn per annum and is set to grow to £8.2bn, with costs among the highest in Europe.

The investigation will not only examine cost but how dentistry is sold to patients and whether they are given appropriate information to help them choose between dental practices and types of treatment on offer.

In the meantime we have to negotiate a less than perfect system. Some employers may not see how the oral health of their staff is relevant to them but with many dental complaints leading to time off work, it becomes a matter of sickness absence. Over 18,000 people in the UK missed work in the final quarter of last year due to mouth and dental problems.

With many employers financially stretched and unable to offer annual pay rises to reward hard working staff, many are now looking into offering staff benefits such as health packages, which is widely considered to be very valuable for both staff members and businesses.

At GHCF, our corporate health cash plan provides dental cover which is something rarely covered by private insurers. The cover helps members meet the cost of dental health including check-ups, fillings, extractions, dentures etc.

Given the complaints about the dental market, particularly relating to cost, its easy to see that employees would regard dental cover as a much sought-after benefit and employers can be confident they are not simply paying lip-service to creating a happy and healthy workforce.

Andy Wilkins, chief executive at Gwent Hospitals Contributory Fund discusses the stigma still attached to the issue of stress in the workplace.

Stress is often a ubiquitous term in many high pressure occupations, particularly during times when job security is challenged by a tough economic climate. Many employers are in a perpetual state of fighting for survival in an increasingly competitive market place.

Issues such as managing staff welfare, although important, can sometimes take a back seat to a focus on the bottom line. However, ignoring the issue of stress in the workplace can have a negative impact on staff morale, productivity and ultimately, profitably.

Recent research by mental health charity, Mind revealed a worrying trend among employees who are experiencing stress.  One in five of the 2,000 people surveyed by the charity believe that if they mentioned their stress levels they would be put first in line for redundancy. The research suggests that stress is prevalent in the British workforce, with 41% of respondents describing themselves as currently stressed or very stressed in their jobs. Two-thirds said they had been put under more pressure by management since the economic downturn.

This research highlights the stigma that is perhaps still attached to stress and mental health in general. With it being such a widespread problem, that in some cases can by symptomatic of mental health conditions such as depression and anxiety, employers need to assess how they handle the issue and combat the problem of sickness absenteeism as a result of stress.

Employers need to create a work environment that is transparent on the issue of stress and give staff members a chance to talk about their work pressures and agree on viable solutions. Solutions don’t need to be costly, and for employers who feel they do not have the resource of expertise internally, there is advice available.

At Gwent Hospitals Contributory Fund, we understand the importance of a healthy workforce and through our health cash plans, we give businesses the opportunity to offer this health benefit to their staff. It is a cost effective way of protecting your employees and promoting the importance of health and well-being within an organisation.

One of the services we offer through our membership is access to a free helpline that can help people who are experiencing a personal crisis, whether it be depression or other stress-related conditions. In addition, if members should need to visit a mental health specialist, they can claim towards the cost of the visit as one of the benefits of the cash plan.

Keeping an open-mind about stress and mental health and addressing the issue in the workplace can help businesses reduce sickness absence, cut costs and encourage a productive and committed workforce.

Chief executive, Andy Wilkins looks at how the NHS reforms will impact businesses.

From now on, 2011 should be known as “the last year of the big spenders”. It’s been the year in which cuts to spending have been felt deeper than ever before. Businesses have felt the impact of rising fuel costs, high inflation and fluctuating interest rates.

Now the latest concern is how the cuts in the public sector, especially reforms to the NHS will financially impact businesses in the private sector. Business leaders are rightly anxious that an over-stretched NHS will mean they have to shoulder more of the healthcare burden. A recent study from London’s South Bank University showed that over half of senior HR and finance professionals in the UK’s largest businesses expect reforms to hit their corporate balance sheets as the cost of per-employee health benefit rises. Indeed many employers are still in the dark about what their obligations are when it comes to looking after the health of their employees.

There is no denying that employers have long had to cope with the financial implications of sickness and absence in workplace. A recent Chartered Institute Personal Development (CIPD) report revealed that the average sickness absence costs employers around £692 per employee every year and 7.4 working days. The impact is felt even more acutely by smaller employers who struggle with the procedures and red-tape.

Looking beyond sickness absence however, staff health and wellbeing is something that employers should take a vested interest in as it has a significant impact on the operational effectiveness of employees. Encouraging a healthy diet, exercise, and the development of a comfortable workplace environment are some of the ways that employers can begin to contribute to the wellbeing of their staff.  Healthcare benefits are ranked among the most valuable perks offered to employees; so it’s certainly not money down the drain.

There are lots of affordable health benefits which will be undoubtedly valuable to staff. Looking after your staff’s health doesn’t need to be hugely expensive. There are several cost effective options available. Cash health plans are a great alternative to private healthcare and a good way to incentivise employees and reduce sickness absence.

At Gwent Hospital Contributory Fund, we provide health cash plans that offer benefits such as money back on optical and dental care. These are services that have faced privatization over the years and anyone who has tried to find a local NHS dentist will appreciate it can be like searching for the holy grail!

The NHS reforms means that employers will be expected to fill the breach. We are in very tough economic times at the moment, so the private sector and workplaces across the UK will need to do their bit to reduce the pressure on the public health purse. Many businesses will resent this increased burden but the cost in preventing ill health is marginal in comparison to the limitless cost of sickness absence.

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