Over a third (36 per cent) of employers fund support for employees with a new illness or injury on a case-by-case basis, according to Grid.
But Grid notes that this approach comes with practical challenges as it relies on employers knowing when staff are struggling, which employees may not always disclose. It can also be expensive, sometimes costing hundreds of thousands of pounds. Planning is difficult because the number of employees needing support can change each year, and providing different levels of support can raise fairness and legal concerns.
Grid’s research shows that employer practices vary, with 26 per cent providing support after a set number of weeks’ absence, 20 per cent from day one, and 19 per cent after a few months. Only 12 per cent focus on preventative measures to stop problems before they arise.
Grid also highlights that preventative care is a key focus of the UK Government’s Keep Britain Working Review, so employers who already offer it may be better prepared for upcoming recommendations.
According to Grid, employee benefits like Group Income Protection (GIP) provide a practical solution, offering support at the point of illness or injury, along with preventative and ongoing assistance for both financial and physical wellbeing.
Grid spokesperson Katharine Moxham says: “Every employer naturally hopes their staff can return to work and full productivity as swiftly as possible following an absence. However, this is not always the reality. Employers risk incurring prolonged and potentially costly support obligations, often without a definitive endpoint if they fund support on a case-by-case basis.
“Employers should take a broad approach to employee support, recognising that preventative, immediate, and ongoing interventions are interconnected rather than isolated efforts. While these forms of support can be funded directly, taking advantage of the wide range of employee benefit options available is a more financially effective and comprehensive solution. Organisations that integrate support through employee benefits will also be better positioned to meet the needs of their staff and are likely to be better prepared for any policies or recommendations that arise from the Keep Britain Working Review.”
