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Fit for Work Webinar


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Fit for Work Webinar - 4th May 2010

Fit for Work Webinar - 4th May 2010

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  • Welcome everyone to our first Fit for Work webinar, hosted by Hub Cap Digital on behalf of it’s sister company People Resolutions. I will be your host over the next hour which covers a range of presentation led sessions by our speakers, Gail Kovacs and Linda Hoskinson followed by an interactive Q&A session. If you’re experiencing any technical difficulties throughout the webinar please ____________________________In order to make our Q&A session as interactive as possible please do put forward questions throughout the session so we can try and cover them all whilst on air.
  • Over the next hour we will help you understand the implications of the FFW scheme which has already come into affect from 6th April 2010. We plan to do this by:
  • As I’m sure many of you have read in CIPD reports, Personnel today, ACAS and various other sources, the cost of absence management in the UK is estimated around £100bn.
  • Transcript

    • 1. Welcome to the Fit For Work Webinar
      Facilitated by
      Lindsay Soulsby
      Director – People Resolutions
    • 2. Objectives
      • Understand the implications of the new Fit For Work (FFW) scheme which was launched on 6th April 2010 through:
      • 3. Appreciating the costs of absence management in the UK
      • 4. Recapping on the objectives of the FFW scheme
      • 5. Understanding how the FFW scheme works and who are the key stakeholders involved
      • 6. Learning how the scheme will affect employers and HR
      • 7. How much the scheme will cost to implement changes
      • 8. What you should be doing now
      • 9. What you should be considering going forward to leverage business and employee benefits
    • Our Speakers and Q&A Panel
      Lindsay Soulsby
      People Resolutions
      Gail Kovacs
      KMG Health Partners Ltd
      Linda Hoskinson
      Director, Head of Practice People Resolutions
      Linda Fletcher
      Arrow CMS Ltd
    • 10. So, just how big is the problem?
      Absence and unemployment due to ill health is costing the UK economy an estimated £100bn
      Britain has one of the highest proportions of people on sickness and incapacity benefits in Europe. Numbers have more than trebled since the 1970s to 2.7m
      175m working days lost each year
    • 11. Why are they committed?
      The costs:
      Ill health is estimated to cost £100 billion every year – equivalent to the annual running costs of the NHS
      Confederation of British Industry estimates 172 million working days lost due to absence in 2007
      This cost employers £13 billion.
      2.6 million on Incapacity Benefit and Employment Support and 600,000 more each year
      Taxpayers and businesses cannot afford this lost.
      So, what do the experts think?
    • 12. Fit for Work Scheme – What is it?
      Gail Kovacs
    • 13. What is it?
      In response to Dame Carol Black’s Review, Working for a Healthier Tomorrow, the Government established a number of key initiatives to address the challenges of improving the health and well-being of Britain’s working-age population
      Fit for Work Scheme is one initiative
    • 14. Government’s aim
      All initiatives are being developed across Government (DOH, DWP, HSE, etc)
      built around three key aspirations which will enable the delivery of the government’s broader vision:
      creating new perspectives on health and work
      improving work and workplaces
      supporting people to work
    • 15. Work, Health and Wellbeing
      Dame Carol Black’s vision:
      Prevention of illness and promotion of health and well-being in the workplace
      Early intervention for those who are employed but absent with a sick note
      Improvement of the health and well-being of those within the benefits system
    • 16. Government Commitment
      “We want to create a society where the positive links between work and health are recognised by all, where everyone aspires to a healthy and fulfilling working life and where health conditions and disabilities are not a bar to enjoying the benefits of work.”
      Executive Summary – Improving health and work: changing lives. Government’s response to Dame Carol Black’s review of the health of Britain’s working age population.
    • 17. Why are they committed?
      The impacts:
      If out of work, health worsens
      The family is likely to fall into poverty and experience social exclusion
      Individuals cannot fulfil their potential
      Damage to the community in which they live
    • 18. Why are they committed?
      The benefits:
      Protection against financial hardship
      Promotion of quality of life
      People making the most of their potential
      Strong moral, social and economic case
    • 19. Why Fit for Work?
      Medical model not working
      Growing awareness of the biopsychosocial model and its relevance to sickness absence
      Increased understanding that absence is not strictly a medical issue, and that absence management is key
      HR staff often not equipped / trained to manage absences effectively
    • 20. Potential of adopting
      VR Standards
      Professional training
      Code of Ethics
    • 21. Standards
      Other Regulated Professional Standards
      UK Rehabilitation Council
      British Standards Institution – Publicly Available Specification 150
    • 22. Key Concepts
      Work is healthy
      A healthy workforce is a happier, more productive workforce
      Prevention / early intervention
      Quality and standards to keep the employee and employer from harm
      Rehabilitation is cost effective
    • 23. Key Concepts
      Bio psycho social model – health, social care and vocational rehabilitation
      Best practice is health, occupational health and vocational rehabilitation
      Best practice or better practice?
      Service user involvement
    • 24. The evolution of disability management
      Rehabilitating people in order to return
      them to work/productivity
      Returning people to work/productivity
      in order to rehabilitate them
      (G. Sokoll, 2002)
    • 25. Fit for Work Scheme
      Various and mostly health led models of service delivery
      providing personalised and timely back-to-work support primarily for people off sick from work, to enable them to make an earlier return to work than they otherwise would, and to remain there
      Some services directly aimed at employers
    • 26. The Pilot Areas
      Eastern & Coastal Kent
      Greater Manchester
      Kensington & Chelsea
      North Staffordshire
      Wakefield District
    • 27. General concept
      Each allotted £1 million
      At least until 2011
      Develop innovative approach
      Assisting large numbers of individuals
      May assist employers as well
      Based on case management model
      Share with other pilot areas / evaluate
    • 28. General approach
    • 29. Possible Employee Interventions
      Stepped approach
      • Website (ask a question, fact sheets, info)
      • 30. Telephone (advice and guidance, signposting)
      • 31. More support (CBT, specialised assessments, counselling, physio, adjustment to work)
      • 32. Case management (initial assessment, return to work plans, interaction with employer) etc
    • 33. Possible Employer Interventions
      Website, telephone advice and guidance
      Health promotion
      Initial needs assessment
      Specialised assessments (workstation / ergonomic assessments, job demands analysis)
      Education and training (Wellbeing Facilitator, disability awareness
      Conflict resolution / mediation
      Disability management services
      Policy development / support with compliance etc
    • 34. Support with legislation
      The Care Standards Act 2000
      The Carers (Equal Opportunities) Act 2004
      The Health Records Act 1990
      The Mental Capacity Act 2005
      Access to Medical Records Act 1988
      The Data Protection Act 1998
      The Disability Discrimination Act 2005
      The Health and Safety at Work etc Act 1974
      The Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR) 1995
      The Employment and Labour Relations Act 2004
      The Human Rights Act 2000
      Disability Rights Commission Act 1999
      Equality Act 2006
    • 35. Helps employers with…
      Risk Management
      Health and Safety
      Job matching
      Sustaining a satisfied and secure labour market
      Mobility / transferability
    • 36.
    • 37. Other initiatives
      Increasing funding to Access to Work
      Improving advice from GPs about fitness for work (National Education programme and software support)
      Developing a new electronic Fit Note
      Developing a Mental Health and Employment Strategy for people with mental health conditions
    • 38. For Employers
      Providing the tools to help them understand the costs of absence (Business HealthCheck Tool)
      Providing support to address individual employee health issues (helpline for SMEs)
      Providing funding for innovative and well-being measures in the workplace (Challenge Fund)
    • 39. In general
      Introducing Health, Work and Well-being Coordinators
      Creating the National Centre for Working-Age Health and Well-being
      Expanding NHS Plus
    • 40. Similar models in place
      Royal Mail
      British Telecom
      Dyfed Powys Police
      Remploy’s new OH model
      NIDMAR training
    • 41. Fit Notes – A Mixed Welcome
      Linda Hoskinson
    • 42. Awareness
      68% of employers have little knowledge of the changes
      Only 5% of employers think they will reduce absence
      57% of employees don’t think that their doctor is qualified to judge them fit for work
      64% GPs feel ill-equipped
      Representatives and TU responses?
      Line Manager training so far?
      Government detailed guidance considered to be late
    • 43. Dialogue
      Purpose of the ‘fit note’ is to encourage dialogue
      Who will this include?
      GPs, Line Managers, HR, OH, EAPs, VR, Reps, Lawyers
      Who will co-ordinate (or case manage) this?
      What happens if the employee is not willing to return?
      Handling disagreements and grievances
      GP recommendations are not compulsory but……
    • 44. Employer Action (a)
      Check absence policies and procedures
      Is your grievance process robust about disability, permanent and temporary?
      Contact Insurance providers
      Agree terms – will you reduce pay for reduced hours? SSP terms? Fairness
      Help educate your local GPs?
      Tighten links with OH, EAP, VR
      Require strong links with community resources
    • 45. Employer Action (b)
      Training for Line Managers and HR – help prepare the options - most ‘fit notes’ are expected to say ‘Fit for Some Work’
      Mental health literacy
      Explain to employees carefully to avoid suspicion. (Helpful rehabilitation, rather than inappropriate pressure to return)
      Prepare criteria for when adjustments and accommodations are considered unfeasible or too costly.
    • 46. Professional Advice
      Where are you getting yours from?
      Physical and psychological issues
      GPs – limited knowledge of workplace, roles, absence policies, legal obligations. Patient focused
      OH – some knowledge of workplace, few in the UK trained in Vocational Rehabilitation. Patient focus prevails
      VR – trained to case-manage and resolve quickly with both employee and organisation in mind. Links to community and NHS can be variable. (See VR Association for standards)
      EAPs – the better ones already do this well, often having access to OH, medical and VR skills. Good at case-management. (See EAP Association for standards)
    • 47. Fit Notes – A Summary
    • 48. Summary about the scheme
      FFW scheme came into effect on 6th April 2010
      Built around 3 key initiatives:
      creating new perspectives on health and work
      improving work and workplaces
      supporting people to work
      Ill health costs us 100bn per year
      Current model is not working
      Many benefits for the employer as well as the government
      Links to other initiatives (ie Electronic Fit Note)
    • 49. Summary about what employers can do
      Check absence policies and procedures
      Training for Line Managers and HR
      Ensure health literacy (both mental and physical)
      Educate employees to ensure the scheme is accepted and seen as being fair to all
      Ensure access to professional advise for complicated cases when required