Employers boost health and wellbeing support but face ongoing employee issues

Nearly 74% of employers offer more health and wellbeing support now, but issues like quiet quitting persist. Targeted support is essential, says Towergate Health & Protection.
1 min read

Nearly three-quarters (74%) of employers offer more health and wellbeing support now than two years ago, with 42% stating they provide ‘much more’ support. Despite this positive trend, companies still encounter employee issues affecting their business, such as quiet quitting and staff turnover, according to the latest research from Towergate Health & Protection.

The research highlights that while health and wellbeing support has significantly increased, businesses could better address issues by targeting support effectively.

Debra Clark, head of wellbeing for Towergate Health & Protection, says, “While health and wellbeing support has increased significantly, it is vital that it is focused on the right areas and communicated effectively to support both the business and the employee.”

Current employee-related problems faced by businesses include quiet quitting (35%), staff turnover (34%), hybrid working (31%), presenteeism (30%), absence rates (27%), and early retirement (24%). Only 15% of businesses reported not suffering from these problems.

Clark notes, “Many of the issues businesses currently face relating to employees can be eased by carefully planned and executed health and wellbeing support. But employers have to do more than just put general support in place – it needs to be aimed at helping to address the specific issues that a business is facing.”

To provide targeted support, employers should assess their business’s specific needs. Staff surveys and employee forums can identify employee requirements, while risk profiling can further pinpoint areas of need. With many employees working on a hybrid basis, digital platforms for health and wellbeing support can facilitate access and allow employers to evaluate the effectiveness of their initiatives.

Clark concludes, “Just throwing money at health and wellbeing support will have very little positive impact, and very few companies can afford to do this. A strategic approach must be taken to ensure that the help they are offering not only assists the employees but supports the business with their specific issues too.”

Bryan Hay

Bryan Hay is the Associate Editor of Workplace Journal

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