Autumn Statement: Westfield Health Criticises Government Support for People in Work

Following the Chancellor’s Autumn Statement, Westfield Health CEO Dave Capper, says the government is failing to support employees’ health and wellbeing in the workplace.

The Chancellor said many times in the lead-up to the Autumn Statement that the government was serious about tackling the long-term sickness crisis facing our country, and that helping people stay in work would be a top priority.

Workplace health and wellbeing must be at the centre of any government response to the long-term sickness crisis. Research shows that creating a wellbeing culture helps people to thrive and leads to happier, healthier and more productive teams. Failure to recognise this means ignoring the root cause, leading to lower economic growth, wasted potential and a higher benefits bill.

Workplace health and wellbeing must be at the centre of any government response to the long-term sickness crisis. Research shows that creating a wellbeing culture helps people to thrive and leads to happier, healthier and more productive teams.

Failure to recognise this means ignoring the root cause, leading to lower economic growth, wasted potential and a higher benefits bill.

We would like to see the government go further and invest in new initiatives designed to increase wellbeing support for employees in the workplace.

We ask that this includes clear guidance for employers on how they can support their employees’ physical and mental health, preferably in the form of a legally binding and regulated framework, as well as clearer routes to access for employees.

Here are the four key policy areas we think the government failed to address: 

1.Investment in evidence-based guidance for employers

Existing guidelines from the Health and Safety Executive (HSE) and the National Institute for Health and Care Excellence (NICE) don't go far enough to ensure health and wellbeing are consistently supported in the workplace.

What's more, many employers may not even be aware that they exist. 

To address this, the government must invest in clear, evidence-based guidance to help employers understand and navigate 'workplace wellbeing'.

This should set out the specific criteria of what constitutes ‘workplace wellbeing’ and form a legally binding and regulated framework to ensure a consistently high standard across the UK workforce. 

We understand that such a framework will require time to develop, which is why we would like the government to commit to actioning this as a priority.

2.Investment in policies that incentivise employer-led intervention

Employers must be actively encouraged to create positive, health-centric working environments that promote employer-led intervention according to three key pillars:

Given the crucial role of leaders as role models, leadership and management training should be a priority.

This is the case especially for managers managing virtual, remote and hybrid workforces, who require different skills.·     -item wp:list-item

All workplaces should be fully equipped with the knowledge and skills to support mental health at work—for example, Mental Health First Aid and anti-stigma interventions.-item

3.Financial incentives for employers

To ensure that businesses are complying with national frameworks and standards for the management of employee wellbeing health issues, the government must look to introduce financial incentives for those who consistently meet the criteria.

4.Increased funding in research to build evidence base around workplace health

The UK workforce is incredibly diverse, as are the types of employment.

The government must recognise that a one-size-fits-all solution isn't practical and that research into specific demographics is necessary to tailor policies accordingly.

An example of this is the vastly under-researched experience of ethnic minorities and their workplace wellbeing, which is largely unknown.

Further research into workplace wellbeing will help inform future policies, interventions and practices contributing to employee health across diverse work environments.