Less than half of employers provide physical health care to employees who experience injury or illness

A recent survey by GRiD, the industry body representing the group risk sector, reveals that only 40% of employers provide physical health support to employees suffering from injuries and new illnesses or disabilities. Assistance often includes access to private treatment, rehabilitation, and similar health services intended to help workers stay or return to work.

This study also reveals the level of support for employers in other critical areas. About 38% of employers offer mental health services, including mental health first responders, employee assistance programs, and counseling services.

A similar percentage of employers offer social welfare support, which may include encouraging employee participation in workplace events. Meanwhile, 36% of employers extend financial assistance, such as budgeting advice, discount vouchers, or advance payments.

“While it is good to see employers thinking more about their employees in these situations across the four main pillars of physical, mental, social and financial support, these numbers are low,” said GRiD spokesperson Katharine Moxham (pictured). “We would like to see more employers ready to support their employees in these difficult times.”

Among employers who provide assistance when employees have a disability, one-third (33%) identified physical health support as the most beneficial. This was closely followed by mental health support at 31% and financial health support at 29%.

When it comes to the financing of this subsidy, 41% of employers do this in sequence. GRiD, however, warns that this approach has several challenges. It can be costly to ensure full support in all cases, and budgeting becomes difficult given the unpredictability of how many cases may arise each year.

Additionally, the lack of a standardized approach can lead to issues of discrimination or inequality if not all employees receive the same level of care. Employers may also face difficulties in fully understanding the complexities of certain situations, leading to inappropriate use of resources and delays in positive outcomes.

Long-term or complex conditions may also require ongoing support, which individual funding may not adequately cover.

Employers who offer benefits such as group income protection are generally better equipped to handle such situations, as this approach provides a cost-effective and comprehensive solution to support employees.

“We will encourage more employers to investigate how group funding has helped other companies and how they can support their own,” added Moxham. “It certainly provides financial security but also a lot of prevention and rehabilitation support.”

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