health work and wellbeing

Health Work and Wellbeing

Veronica Martin-Gall NHS East of England

•How local authorities can contribute Health Work and Wellbeing agenda

•What is available from the national HWWB programme & Staying Healthy at Work

•How to access the Staying Healthy at Work offer

Reduce the number of

people out of work due to ill

health Improve Health & Wellbeing of Working Age Population

Embedding Health Work &

Wellbeing Public Sector

Exemplar Improved Business

Outcomes

Reduce costs of ill health to the

economy i.e. spend on welfare

Decrease the burden of

diseasePublic Health Public Sector as

an EmployerProductive Workforce

Reduced Inequalities

Reduced Health Inequalities Policy Public Sector as

a commissioner or provider of

services & regulatory body

Maximised Attendance

Business Increased Contribution of

the Workforce to Business & Economy

Local Councils’ enhanced responsibilities Public Health Responsibility Deal

Fit for Work Services

Fit note for GPs

Major reform of the welfare system

Independent review of sickness absence

Local Enterprise Partnerships’ contribution to health & work

Local Enterprise Partnerships

• David Frost and Dame Carol Black writing to LEPs

• LEP chair for Anglia is represented on Staying Healthy at Work business reference group.

Challenge Fund projects 2011-12case studies

• Active Norfolk continues with local funding to engage businesses and employers in health improvement activity including sport

• Axiom Housing Association Peterborough continue for anther year

• Great Yarmouth Borough Council pilot programme covering mental health and physical health for staff on lower incomes

Partnerships :

• Business in the Community• East of England Business Group• Health, Work and Wellbeing Public Health Leads• Investors in People• NHS organisations

Workplace Health:Efficiency saving

• Sickness absence• Staff turnover• Risk & injury• Litigation• Costs

• Productivity• Organisation’s profile• Employee engagement• Customer satisfaction• Service Quality

Staying Healthy at Work: Regional Profile – One Year on

• Networks across all sectors• Accreditation – covering 22,000 people• Over 15,000 website hits• Brand/Programme awareness• Employer led Business Champion & Practitioner groups• 60% of NHS organisations working on accreditation• Effective Partnership working

Staying Healthy at Work:offer to Local Authorities

• Accreditation • Website• Established employer Networks• Partnerships with Investors in People and Business in the

Community • Case studies, templates, shared good practice• Workshops (Inc. Mental Health, Building Sustainable H&WB)• Support & Connections

Results of SHaW on Sickness Absence

• 2010-11, the average sickness rate for Staying Healthy at Work Health organisations was 3.77% and for non-SHaW trusts it was 4.40%.

• The average absence rate in the SHAW trusts was 16.7% lower than in the non-SHaW trusts.

• The average absence rate in the SHaW trusts was a sixth lower than the non-SHAW trusts.

Rochdale Metropolitan Borough Council

• 10,000 employees

• In 2006, sickness absence stood at 11.3 days per employee, which averages out at a cost of £1,057 per employee per year.

• Sport England for lottery funded ‘Active Workforce Project’ for 2 years:

– free employee health checks (blood pressure, cholesterol, body fat %, BMI etc)– inter-service tournaments– free back care and weight management courses– discounted gym membership – lunchtime / after work fitness classes / sports sessions.

• The project was funded for a further 3 years by the Council, based on a cost per head for the number of employees within each council service.

Rochdale Metropolitan Borough Council - results

Year Avg. sick days per employee

Cost of sickness absence

Reduction in sickness costs

2006/07 11.3 £10.57 million N/A

2007/08 10.6 £9.91million £660 k

2008/09 10.0 £9.35 million £560 k

2009/10 9.4 £8.79 million £560 k

Total £38.62 million £1.78 million

1. 44% reduced their body mass index (BMI) by losing weight2. Over 50% have reduced their blood pressure3. 44% of those with high cholesterol reduced their cholesterol level

Great Yarmouth Borough Council A challenge fund pilot

• Annual sickness absence rate higher than the local government average

• 7.5% of employees have a declared disability • £30,000 funding for year one– Workshops on stress, resilience, worry and anxiety – Standard health checks plus more detailed physical fitness,

flexibility, hydration assessments– Educational workshops on energy, resilience, nutrition– 1-2-1 on physical, emotional or work related health

Great Yarmouth Borough Council results

2009/10 Average number of Full Time Equivalent (FTE) employees = 460.7 2010/11 Average number of FTE employees = 390.00 *reductions in sickness based on the current = 390 FTE

Year Avg. sick days per employee

Cost of sickness absence

Reduction in sickness costs

2009/10 11.11 £398 626 N/A

2010/11 10.28 £368 446 £30 180

How to access the SHaW offer ?

Access the websitewww.stayinghealthyatwork.co.uk

Join the framework for action online.

Or contact Veronica.Martin-Gall@eoe.nhs.uk01223 596961

Or

SHaW Programme LeadAnnie CooperAnnie.Cooper@eoe.nhs.uk

We got involved with SHAW to share ideas and best practice with other local organisations. We can learn about what others are doing and help other companies with what we already have in place

City College Norwich