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New year, new start. In more ways than one for me. A new role at L&G and a (fairly) new remit. Moreover, huge satisfaction in seeing Vocational Rehabilitation finally gaining the recognition it deserves on a national level in terms of its potential to afford truly effective and proactive absence management to UK business. The Group Income Protection industry represented an early adopter of vocational rehabilitation, over two decades ago, and more recently in Individual Income Protection, in L&G’s case. Now, with our industry’s ongoing support and outcomes reporting, we have an amazing opportunity to help bring this expertise to many more people and businesses under the Keep Britain Working report.
I’m hopeful. It feels like we’re at the precipice of change.
That’s a feeling based on 30+ years’ experience working in the NHS and private industry; 21 years of which I’ve spent in the Group Protection claims, clinical and governance area of L&G. I’ve just entered a new chapter in my career – reducing my hours and fine-tuning my responsibilities – and I’m excited to be involved in these changing times.
As of 1 January, I took on the new role of claims & clinical development director, allowing me to focus on mentoring and coaching colleagues and continuing to act as a key industry spokesperson. Also, where appropriate, I’ll meet with intermediaries to discuss how L&G’s Be Well. Get Better. Be Supported. wellbeing framework can help improve understanding of prevention, early intervention and vocational rehabilitation, including how to monitor, measure and best utilise outcomes.
In short, I’ve seen and experienced a thing or two. And I can safely say that much has changed, in terms of understanding what wellbeing is and its role in business. But, at the same time, a lot hasn’t changed; on a national scale at least. Specifically, the issue of sickness absence. Despite numerous well-meaning attempts, nothing really moved forward since the first government commissioned independent review in this area – the 2011 Black / Frost report entitled Health at work – an independent review of sickness absence. This was followed a decade later by Health is everyone’s business (2021).
So, what’s new? What’s the income protection opportunity?
Previous reviews focused primarily on welfare reform making a significant number of recommendations, with a nod to the role of employers – for example, suggestions that Occupational Health should be made more accessible, via helplines and tax incentives. In contrast, the Keep Britain Working report has focused on three key deliverables and seems to be saying ‘this is on all of us’. Yes, it’s about welfare reform, but it’s also about partnership working between employers, employees and providers of health services – public and private.
It’s an approach that seems inclusive, collaborative and realistic. One that the L&G Wellbeing Advisory Board advocated with the development of the employer and employee wellbeing partnership framework to support Burnout. And it acknowledges that there’s already some great work happening, especially where Vocational Rehabilitation is involved; often included as part of certain insurance propositions. Great work that can be learned from, extended and applied within organisations of all shapes and sizes, in a way that aligns with today’s needs and demands.
Workplace wellbeing and employee benefits: an evolution
Workplace wellbeing has evolved – almost unrecognisably so – over the last two decades, from a set of isolated initiatives, such as fruit baskets in offices and ‘resilience’ training, to something that is now acknowledged as a deeply embedded part of an organisation’s culture and a valued factor in crucial business outcomes, from recruitment and onboarding, retention to engagement and performance.
Running parallel with this, employee benefits have evolved massively too; from being primarily confined to ‘pay and reward’ package discussions, to now becoming completely intertwined with an organisation’s overall wellbeing strategy.
A crucial part of this shift is the change in product focus – from simply reacting to issues as they arise, to solutions that can help with preventing problems occurring in the first place, nipping them in the bud early when they occur, and providing the support employees need to enjoy a sustainable return to work following prolonged absence. Overall, it’s about helping employees to thrive in the workplace, as we all know that good work is beneficial for health.
Vocational Rehabilitation: built to stand the test of time
What hasn’t changed, for over 20 years, are the principles of good early intervention and vocational rehabilitation. The UK Rehabilitation Council first outlined these principles, way back in 2009, in its document entitled Rehabilitation Standards – hallmarks of a good provider. These standards paved the way for Vocational Rehabilitation practice, also NHS England clinical commissioning standards.
Independent bodies have subsequently recognised this, and now the government. So just the (not so small) matter, for our industry, of trying to ensure that the value of vocational rehabilitation is made truly central to all discussions with income protection clients; group and individual. I’m looking forward to playing my part in that.
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