Cbi employee-health-absence-conference-bill-gunnyeon


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Presentation by Bill Gunnyeon, director for health work and wellbeing and chief medical adviser, at the CBI's employee health & absence conference. London, June 2010.

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  • The cost of working age ill health is high These are human costs as well as costs to the economy Note that £20bn benefit spend not included in £100bn figure – it’s a transfer between different groups and a cost to the Exchequer, not a ‘true’ economic cost
  • What the position looks like for the 37m of working age population in terms of employment status and health condition This break down of the working age population shows the complexity of the relationship between employment status and health condition. 37m people in GB and overall 27% or 10.1m people have a long-term health condition or disability (lasting more than 12 months) – spread across the employed, inactive and unemployed groups. Details of data Data from the Labour force Survey (self-reported). Quarter 3, 2009. Cover people of working age (16-SPA) who declare that they have a long-term health condition or disability (expected to last for more than 1 year) Nb - Numbers will not directly match those on benefit system given different sources and definitions. 680,000 off sick refers to numbers off sick in any one week Inactive includes: on sickness benefits (e.g. IB/ESA), students, looking after family etc). Unemployed – people looking for and ready for work (nb not the same as JSA claimants)
  • 10.1 million in total report having a long-term health condition. 60% (approx 6 million) are in work
  • The demographic challenge applies in 3 ways: Over the next 25 years demographic change will bring an ageing workforce Our existing workforce will be older (now: approx 48% are over 40; by 2030 around 52% will be) As people live longer more will live or work with chronic or progressive disease (chart shows diabetes and coronary heart disease now and in 2033) Each working person will support more pensioners Even with increases to State pension age there will be fewer people of working age for every one above working age Chart shows that now we have 3.2 people of working age for every one over SPA; by 2030, projected to be 2.8 for every one over SPA) Evidence shows that work can contribute to better health in later life and that better health can prolong working lives Older workers with better health reduce the burden on the NHS and care services and make better financial provision for their own retirement
  • Cbi employee-health-absence-conference-bill-gunnyeon

    1. 1. Supporting Business – what the fit note and other initiatives mean Dr Bill Gunnyeon Chief Medical Adviser Department for Work and Pensions
    2. 2. Costs of working age ill-health are high <ul><li>Working age ill-health costs the economy an estimated over £100bn a year (Dame Carol Black’s review, 2008) </li></ul><ul><li>Over £60bn loss to business through lost productivity (est. more than £25bn through mental health alone) </li></ul><ul><li>Significant costs to government (over £60bn pa): </li></ul><ul><ul><li>Around £20bn pa on benefit spend (IB/ESA and DLA) </li></ul></ul><ul><ul><li>Healthcare costs </li></ul></ul><ul><ul><li>Foregone taxes </li></ul></ul>
    3. 3. Over a fifth of working people are disabled or have a long-term condition 27 million employed 680,000 off sick 22% with a health condition or disability 25% with a health condition or disability 7.5 million inactive 45% with a health condition or disability 2.5 million unemployed
    4. 4. But having a health condition or being disabled need not be a barrier to employment 60% of people with a long term health condition are in work
    5. 5. Demographic changes present an increasing challenge <ul><ul><li>An ageing workforce </li></ul></ul><ul><ul><li>With more chronic or progressive diseases </li></ul></ul>Having to support more people of pension age
    6. 6. Key initiatives <ul><li>Fit Note </li></ul><ul><li>Occupational Health Adviceline </li></ul><ul><li>Fit for Work Service </li></ul><ul><li>Health, Work and Wellbeing Challenge Fund </li></ul>
    7. 7. The “Fit Note”
    8. 8. Statement of Fitness for Work <ul><li>Developed in partnership with healthcare and employer organisations and other stakeholders </li></ul><ul><li>Tested with GPs </li></ul><ul><li>Subject to formal consultation </li></ul><ul><li>Designed to: </li></ul><ul><ul><li>Reflect current medical practice </li></ul></ul><ul><ul><li>Be more user friendly </li></ul></ul><ul><ul><li>Provide more helpful advice to patients and their employers </li></ul></ul><ul><li>Shares responsibility with employer: </li></ul><ul><ul><li>GP knows health condition and its impact </li></ul></ul><ul><ul><li>Employer knows job and working environment </li></ul></ul>
    9. 10. Implementation <ul><li>Statutory Instrument 137/2010 </li></ul><ul><li>Came into effect on 6 April 2010 </li></ul><ul><li>Guidance for GPs and employers published on-line 19 February 2010 </li></ul><ul><li>Employers guidance developed in partnership with CIPD, CBI, FSB, Acas, ABI and EEF </li></ul><ul><li>GP guidance developed in partnership with RCGP and BMA </li></ul><ul><li>Now developing computer generated format </li></ul><ul><li>www.dwp.gov.uk/fitnote </li></ul>
    10. 11. <ul><li>Occupational Health Adviceline </li></ul>
    11. 12. Occupational Health Adviceline <ul><li>Aims to reduce sickness absence and avoidable job loss ( through employer action) </li></ul><ul><li>GB wide occupational health telephone adviceline </li></ul><ul><li>Piloted in nine locations – launched and live on 7 December 2009 </li></ul><ul><li>Easy access to free, professional occupational health advice on individual problems using qualified occupational health nurses with additional training </li></ul><ul><li>Focus on helping manager resolve individual employee health at work problems ( especially mental health issues) </li></ul><ul><li>Target audience – employers/managers in businesses with fewer than 50 staff </li></ul><ul><li>Also in scope – businesses with 50-249 employees, employees, GPs </li></ul><ul><li>From 1 April 2010 available to SMEs across Great Britain and from 6 April to GPs for advice on patient issues </li></ul>
    12. 14. <ul><li>Fit for Work Service </li></ul>
    13. 15. Fit for Work Service <ul><li>Aims to reduce sickness absence and avoidable job loss (through co-ordinated services) </li></ul><ul><li>Service for people off work sick for 4-6 weeks </li></ul><ul><li>11 pilots in locations throughout GB selected via stiff competition </li></ul><ul><li>Early access to co-ordinated health treatment and employment support including debt, housing, learning and skills, employer liaison and conciliation </li></ul><ul><li>Pilots all live by April 2010 </li></ul><ul><li>Testing different local models - case management a key component </li></ul><ul><li>Variety of delivery partnerships – existing and new local consortia </li></ul>
    14. 16. Fit for Work Service pilot sites <ul><li>Scotland-wide </li></ul><ul><li>Dundee </li></ul><ul><li>Rhyl </li></ul><ul><li>Birmingham </li></ul><ul><li>Eastern & Coastal Kent </li></ul><ul><li>Kensington & Chelsea </li></ul><ul><li>Leicestershire </li></ul><ul><li>North Staffordshire </li></ul><ul><li>Nottinghamshire </li></ul><ul><li>Wakefield District </li></ul><ul><li>Greater Manchester </li></ul>
    15. 17. <ul><li>Challenge Fund </li></ul>
    16. 18. Health Work and Wellbeing Challenge Fund <ul><li>Aims to encourage initiatives that improve workplace health and wellbeing </li></ul><ul><li>Focus on SMEs and mental wellbeing and on employee involvement </li></ul><ul><li>Launched 22 October 2009 </li></ul><ul><li>258 applications received and 73 successful awards by local assessment panels </li></ul><ul><li>Administered by Health Work and Wellbeing Coordinators </li></ul>
    17. 19. Impact on organisations <ul><li>Contribute to: </li></ul><ul><ul><li>Reducing frequency and duration of absence </li></ul></ul><ul><ul><li>Reducing staff turnover </li></ul></ul><ul><ul><li>Increasing productivity </li></ul></ul><ul><ul><li>Reducing costs </li></ul></ul><ul><ul><li>Ensuring sustainable workforce for the future </li></ul></ul>