Hampshire Health, Safety and Environmental Group

1. Hampshire Health, Safety and Environmental Group • Progress review - how far we have come • The emerging Public Health landscape & Workplace Health • New initiatives • The Responsibility Deal for Public Health • The Workplace Well-being Charter • Independent Review of Sickness Absence

2. 4.9 million working days (full-day equivalent) were lost in the South East due to workplace injury and work-related ill health (Labour Force Survey 2008/9). 207 000 people in the South East, who worked in the last year, believed they were suffering from a work-related illness (LFS 2008/09). Employment & Health

3. Wider Impact “If people are not healthy enough to work – or are inadequately supported through ill health to make a return to work possible – it is not just the individual or the business which is affected. The bottom line is often the impact on his or her family and children.” Lane Lecture, University of Manchester, Nov 2007

4. Dame Carol Black Review 2008 • Comprehensive review of the health of working age people • Considers the myriad factors that influence health and well-being, including being in work or workless, and having long-term health conditions • Seeks to lay foundations for necessary and wide-ranging reform – but partnership between business and Government is pivotal to achieving this.

5. Govt. Response to Black Report

6. HWWB national resources • Workplace Well-being Tool for employers – free online resource, to assess need, guide to best practice, evaluate action, return on investment www.businesslink.gov.uk/wwt • Health for Work Advice Line for Small Businesses – free occupational health advice http://www.health4work.nhs.uk/ Tel: 0800 077 8844 • Improving Access to Physiological Therapies (IAPT) services- 2008 – 2015 GP & direct referral CBT practioners Phase 2 – Talking Therapies: a four year plan of action expand the scope to children and young people, people with long-term physical conditions, severe mental illness and medically unexplained symptoms

7. Online resource to help occupational therapy workforce build knowledge and capability on issues of vocational rehabilitation Includes an overview of the policy context, down to practical advice on assessing workplaces Designed to apply across the OT workforce – students, support workers, qualified OTs Developed by COT members working together on content www.workmatters.org.uk College of Occupational Therapists

8. Change4Life: adults & behaviour changewww.nhs.uk/change4life Introduce swaps, provide toolsto track behaviour and progress

9. HWWB Survey to SMEs • Sent to 2000 SMEs across the region • 488 opens • 87 clicked through to survey • 37 completed • little or no knowledge of sources of help and information available to them • if done anything: health checks, cycling, team sports:

10. The overall goal Healthy, engaged workforces Well-managed organisations • A high-performing, resilient workforce • Enhanced productivity Contributing to: • A well-functioning society • Better economic performance Work needs to be ‘good work’.

11. Challenges and opportunities • Rise in obesity & obesity related chronic health problems • Increased common mental health conditions: stress, anxiety and depression • Longer working life – later retirement age • Increase in disadvantaged groups & child poverty

12. The shape of things to come BMI-related diseases: predicted rates per 100,000 (Source: National Heart Forum) The risk factors of poor diet, physical inactivity, high alcohol consumption and smoking, provide a clear focus for business.

13. Smoking – cost to employers Total direct cost of smoking borne by employers in 2008 was £2.1 billion • £1.1 billion from smoking related illness absence + • £914 million from smoking related breaks + • £133 million in fire damage • Smoking breaks and sick days due to smoking cost Kent employers £215 million(Smoking in Kent 2009: Kent & Medway Public Health Observatory) NHS Stop Smoking Services 0800 1690 169 Free service + can be workplace based

14. CIPD Absence Management Survey 2010www.cipd.co.uk • Average absence is 7.7 days per worker • 66% of lost working time was due to sickness absence lasting no more than seven days.  • Less than half of employers monitored the cost of absence • 38% of employers noticed an increase in mental ill health in the last 12 months - almost double the previous year.  Increases were more pronounced in organisations making redundancies • 35% of employers reckon that stress related absence increased in the last year

15. Origins of people flowing onto IB/ESA Breakdowns of people whose origins are known* * These proportions use tax record information from HMRC. This data does not capture those who are self-employed, nor does it include some people earning under the lower earnings limit. An immediate origin is allocated if we have evidence of work or benefits in the 91 days before the claim takes places. Source: DWP admin data and HMRC data, 1st Mar 2009 to 28th Feb 2010, aged 16-SPA Labour Force Survey, average number in employment between Mar 2009 and Feb 2010, 16-64 year olds

16. Percentage of employers citing each Measures used in the last 12 months by employers to help keep employees with health problems in work or facilitate their return to work Source: Health and Well-being at Work: A Survey of employers

17. Fit for Work

18. Long term health conditions

19. Independent Review of Sickness Absence Co-reviewers: Dame Carol Black & David Frost, Director General, British Chambers of Commerce. Reports in the autumn Aims • explore how the current sickness absence system could be changed to help people stay in work, reduce costs and contribute to economic growth; • examine whether the balance of these costs is appropriately shared between the State, individuals and employers; • make tangible recommendations for system change; and • ensure that recommendations for change are consistent with promoting private sector growth and minimising burdens on business and in particular small and medium-sized businesses.

20. Carers – the growing ‘sandwich generation’ • number of carers in the UK set to rise from 6 million to 9 million over the next 30 years • the peak age for caring is also 45-64 when many employees will have gained valuable skills and experience • 1 in 6 people give up work to care – a real loss both to employers and families • http://www.employersforcarers.org/latest-news/item/245-caring-at-a-distance-bridging-the-gap

21. The future landscape which may affect Health Work and Wellbeing • A challenging economic situation • The Big Society • Major reform of the NHS • Public Health re-organisation • LA new role - Health & well being boards • Public Health Responsibility Deal • Major reform of the welfare system • Independent review of sickness absence • Localism and the Growth Agenda - Local Enterprise Partnerships (LEPs)

22. PH White Paper & Health at Work Health and wellbeing throughout life - starting, developing, living, working, ageing … PH Outcomes Framework - Proportion of people in long-term unemployment - Employment of people with long-term conditions (NHS OF) - Proportion of people with mental illness and or disability in employment (NHS OF) - Work sickness absence rate Funding & Commisioning routes - public health funded activity includes ‘local initiatives on workplace health’local authority being the proposed commissioning route

23. Health, business, voluntary sector and NGOs working together to: Recognise their vital roles in improving public health Encourage and enable people to adopt a healthier diet Foster a culture of responsible drinking Encourage and assist people to be more physically active Actively support our workforce to lead healthier lives Delivered through 5 networks Food Alcohol Health at Work Physical Activity Behaviour change Public Health Responsibility Deal

24. Responsibility Deal:Health at Work network The aim of the Health at Work Network is to find ways to help employers use the workplace to improve the health of their employees. Current work includes: • Local Business Partnerships: Unilever, Mars UK, Novo Nordisk, mentoring SMEs • What works for SMEs guidance • Providing generic guides on managing chronic conditions in the workplace • Developing ways to make occupational health more proactive and preventative • Developing pledges for action to help people at work lead healthier lifestyles. • http://www.dh.gov.uk/en/Publichealth/Publichealthresponsibilitydeal/Networks/index.htm

25. Chronic Disease Guidesfor line managers and employees • Responsibility Deal Health at Work collective pledge H1 • The guides provide organisations of all sizes with practical guidance to better inform and support employers and employees coping with a chronic health condition in the workplace • The conditions covered include asthma, diabetes, cancer, arthritis or any other long-term medical condition. • http://www.nhs.uk/Livewell/workplacehealth/Pages/Workplacehome.aspx

26. Mars – big business supporting local employers Mars is helping to deliver one of three Department of Health backed pilot of the Health and Well-being local business partnerships, and is also playing a part in the Responsibility Deal. Small and medium sized businesses in Slough will be offered the chance to share Mars expertise and resources in a bid to improve the health of the town’s workforce. Lord Howe having his blood pressure checked at the breakfast event in Slough

27. Health at Work sub group • The network has developed two new collective pledges to be launched on Sept 12th • on smoking cessation/respiratory health and • offering staff free health checks • The network has also identified two further areas for pledge development. - future workforce, ensuring young people have a healthy work experience - adjustments for staff returning to the workplace, with a particular focus on those with a mental health conditions

29. Workplace Well-being Charter • Workplace Wellbeing framework: consistent standards, national coverage, local implementation • holistic approach • vehicle to engage employers and their employees to achieve improved health AND • improve economic performance of individual businesses and local economy • Accreditation & Awards

31. Localism and Workplace Health • Health and Well-being Boards - bring together elected councillors, local authority officers, patient representatives and clinical commissioning groups to develop shared understanding of local need, develop joint local priorities, and encourage commissioners to work in a more integrated and joined up manner. • Local Enterprise Partnerships: determining local economic priorities and undertaking activities to drive economic growth and the creation of local jobs

32. Contact details Barbara Hawkes Barbara.Hawkes@dh.gsi.gov.uk 0303 44 46 723 07838240857