Companies increase commitment to employee wellbeing

Almost half (46%) of companies have an employee wellbeing strategy in place - a significant increase from 33% and 30% in 2009 and 2008 respectively.

This is according to this year's Chartered Institute of Personnel and Development (CIPD) Absence Survey in partnership with healthcare provider, Simplyhealth.

In the last year, despite tough economic times, 22% of companies have increased their spend on wellbeing, while only 9% have reduced spend in this area. This research has also found that those who evaluate their wellbeing spend are more likely to increase it in 2011. This suggests that companies see the value these programmes add to engaging employees and acting as a method to help reduce sickness absence.

Helen Dickinson, Head of People, Simplyhealth, says: "Health and wellbeing strategies are most common in the public sector. Yet despite figures suggesting that companies will continue to invest in wellbeing in 2011, the public sector is the most likely to reign in their health and wellbeing spend. This is probably due to the Government's Comprehensive Spending Review which is expected to impact those working in the public sector the most. Companies will inevitably need to be careful about budgets but arguably this is a time when employees will need more support than ever. To help ensure wellbeing programmes remain, companies need to be proactive and find the most cost effective ways to help prevent employees being off work, and getting those who are, back to work quickly."

Dr Jill Miller, CIPD Adviser, says: "An increased focus on wellbeing across the sectors is reassuring given that the recession and the subsequent recovery have taken a toll on absence. ‘Presenteeism' is likely to be a concern for employers with almost a quarter of the respondents saying they have seen an increase in the number of people coming to work ill in the last 12 months. Ensuring the wellbeing of staff is of paramount importance in times of uncertainty and there is a limit to how long employees can work under pressure until their health suffers. This more proactive approach to absence management is therefore encouraging.

"However there is still more that can be done to decrease absence levels and promote the health and wellbeing of the UK workforce. Coupling an effective wellbeing strategy with ensuring line managers have the skills required to manage absence and provide appropriate support to employees through change is particularly vital over the next year."