Enhancing Employee Well-being: Fleet St Clinic Champions Occupational Health Services

21.07.2023 Category: Occupational Health Author: Dr Richard Dawood

As a leading London-based private health clinic, we at Fleet St. Clinic are committed to delivering individualised care and investing in the health and well-being of employees across various companies.

Recognising the challenges brought on by the post-pandemic surge in long-term sickness, we wholeheartedly support the government’s initiative to offer tax breaks for preventative care aimed at keeping employees fit and productive in their roles.

Addressing the Impact of Long-term Sickness: A Collaborative Approach 

Recent data has highlighted a concerning increase in long-term sickness, with 2.5 million people currently off work, a number that has risen by 400,000 since the onset of the Covid pandemic. The impact on welfare bills and the economy cannot be underestimated, making it imperative for both employers and policymakers to take proactive measures to address this issue.

At Fleet St. Clinic, we believe in adopting a collaborative approach to tackle this challenge effectively. The expansion of tax breaks for tests, screenings, and preventive care will hopefully empower more businesses to invest in their employees’ well-being without incurring additional financial burdens. This will not only reduce sick days but also enhance overall performance and productivity in the workplace.

Fostering a Healthier Workforce with Occupational Health Services 

As a longstanding provider of occupational health services, we understand first-hand the pivotal role that occupational health services play in preventing illness and fostering a healthier, happier workforce.

At present, less than half of employers offer any form of occupational health services, a number that drops to less than a fifth among small businesses.

While previous efforts focused on getting the long-term sick back to work, we strongly support the current approach of preventing individuals from leaving their jobs due to health issues in the first place. We are on a mission to encourage companies of all sizes and industries to provide comprehensive occupational health services to their employees throughout their careers.

How Tax Breaks Can Support Your Occupational Health Offerings

Under the proposed scheme, tax breaks will be extended to a wider range of treatments designed to maintain a healthy workforce. General medical check-ups, flu vaccinations, health screenings, and treatments that reduce workplace absence or enhance employee performance will be eligible for these tax incentives. Notably, this does not include private medical insurance or wellness treatments like gyms or spas.

The government aims to expand the current scope of tax breaks, such as remove the £500 cap for medical treatment funded by an employer to help employees return to work, benefitting both employers and employees alike.

Prioritising Workforce Participation and Health 

As we move forward, we are keenly aware that the final package of incentives will be influenced by economic conditions and government priorities. Nonetheless, the government’s commitment to improving workforce participation and addressing health challenges presents an exciting opportunity for companies to prioritise the well-being of their employees and contribute to a more robust and prosperous economy.

Let us Support Your Business

At Fleet St. Clinic, we stand ready to support businesses in their efforts to implement comprehensive occupational health services, provide preventative care, and make use of the proposed tax breaks.

Our mission is to contribute to a healthier, happier, and more productive workforce for your business, offering full support start to finish.

As we await further developments, we continue to champion the benefits of employee health and well-being, and we look forward to working hand-in-hand with companies across London to build a thriving, healthy workforce that can meet the challenges of the future with strength and resilience.

Together, we can make a lasting impact on individual lives and the wider community.

 

If you’d like to start the conversation about how we could support your employee’s health, fill out the form below and we’ll propose suitable services for your consideration.

     

     

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    RELATED SERVICES AVAILABLE AT FLEET STREET CLINIC

    Occupational Health Services

    Occupational Health Medicals

    Workplace Flu Jabs

    Health Surveillance

    New Occupational Health Support Schemes for SME employees

    Read more

    New Occupational Health Support Schemes for SME employees

    21.04.2023 Category: Occupational Health Author: Dr Joyshri Sarangi

    As a leading private occupational health provider in London, Fleet St. Clinic is pleased to see the recent developments in UK Government policies regarding occupational health services.  

    The latest Budget announcement in March 2023 included the launch of a new occupational health subsidy pilot program with tax incentives proposal. This government program is aimed at supporting small and medium-sized enterprises (SMEs) in England with the cost of purchasing occupational health services to improve the health and wellbeing of their employees. This is part of the government’s focus on improving employee health and wellbeing and reducing absenteeism. 

    The proposed tax incentives for businesses that invest in occupational health services are a welcome development. As many London-based businesses are struggling with the ongoing challenges of the pandemic, it’s important to recognise the importance of maintaining the health and wellbeing of the workforce. This program will incentivise businesses to prioritise employee health, which will have positive impacts for both the employee and the business as a whole. 

    Employer-led occupational health services can reduce health-related inactivity by identifying, monitoring and preventing health problems in the workplace, supporting employees to remain healthy and happy in work. Around half of UK employees currently have access to occupational health services, which is lower than some international comparators. 

    In addition to the proposed tax incentives, there have been calls to make occupational health services tax-exempt. This would further encourage London-based businesses to invest in occupational health services from providers such as us, Fleet St. Clinic, and support the growth of businesses in the UK. It would also make it more accessible for businesses of all sizes to access these services to improve the health and wellbeing of their employees. 

    The focus on occupational health has also been highlighted by the John Lewis Partnership, which has launched a new initiative called “Working Well” aimed at improving the mental health and wellbeing of its employees. This is a great example of a business taking proactive steps to support the health of its workforce, and it is encouraging to see more businesses in the UK following suit. 

    It’s important to note that occupational health services from Fleet St. Clinic aren’t just about responding to workplace injuries and illnesses. They can also be proactive in preventing health issues from arising in the first place, such as through health screenings, workplace medicals, health promotion programs, and ergonomic assessments. These preventative measures sit alongside more formal methods of occupational health services such as management referrals and mandatory health surveillance. 

    By investing in occupational health services in London, businesses can reduce absenteeism, increase productivity, and create a healthier and happier workforce. 

    The recent announcement about plans to expand occupational health services and workforce is also a positive development for businesses in London. This will help to address the shortage of occupational health professionals and ensure that businesses can access the high-quality services they need from providers like Fleet St. Clinic to support the health and wellbeing of their employees. 

    One potential barrier to accessing all occupational health services in the UK is the value-added tax (VAT) that is currently applied to some services that are seen as screening services rather than services that support the health and wellbeing of the employee. However, there have been further discussions about exempting all occupational health services from VAT, which would make them more affordable and accessible for businesses of all sizes. 

    In conclusion, as a leading private occupational health provider in London, Fleet St. Clinic is pleased to see the recent developments in government policies and business initiatives regarding occupational health. The focus on supporting SMEs, tax incentives, and VAT exemptions will make it easier for London and England-based businesses to access the services they need to maintain the health and wellbeing of their workforce. It is important to remember the potential benefits of investing in occupational health services from providers such as Fleet St. Clinic, London and the positive impact they can have on both employees and businesses. 

     

    If you’d like to start the conversation about how we could support your employee’s health, fill out the form below and we’ll propose suitable services for your consideration.

       

      Related services available at Fleet Street Clinic 

      Occupational Health Services 

      Management Referrals 

      Occupational Health Medicals 

      Health Surveillance 

      Ergonomics 

      Onsite GP Clinic 

       

      Continued reading about the new UK Government Occupation Health Budget Proposals: 

      Tax exemptions for employer health related interventions 

      Full: UK Spring Budget 2023 

      Research & Analysis Report: Incentivising SME uptake of health and wellbeing support schemes 

       

      The UK is currently facing a rapidly escalating Diabetes Crisis.

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      What is Stress?

      02.10.2022 Category: General Health Author: Dr Claire Braham

      Mental Health Awareness Week: What Is Stress?

      Look around your office, do you know if anyone is struggling?

      You may think those around you – fellow colleagues or your staff – are completely fine. But mental health affects us all and problems in the workplace are actually very common.

      According to mental health charity Mind, at least one in six workers are experiencing common mental health problems, including anxiety and depression.

      Nowadays, there is increasing recognition of stress and mental health problems, both within the workplace and in everyday life. Currently, following Stress Awareness Month in April, we are approaching Mental Health Awareness Week, which takes place from 13-19th May.

      We thought it might be helpful to focus on some positive strategies to help, in terms of stress management and resilience. Whilst being particularly useful and relevant within the workplace, these can all be used in everyday life as well.

      WHAT IS STRESS?


      In its purest form, stress is the body’s reaction to something it perceives as dangerous or threatening. When we feel under attack, our bodies respond by producing a mixture of hormones such as adrenaline and cortisol. These prepare us for physical action by diverting blood away from our core and into our limbs. It also temporarily shuts down some less vital bodily functions such as digestion.

      For immediate, short-term situations, stress can be beneficial to your health, by helping you cope with potentially serious situations.

      Yet if your stress response continues, and stress levels stay elevated far longer than necessary, it can take a toll on your health.

      WHY IS IT IMPORTANT TO TACKLE STRESS?


      Chronic stress can cause a variety of symptoms, contribute to many health problems (such as high blood pressure, heart disease, obesity and diabetes, anxiety and depression) and affect your overall well-being.

      Reducing stress can help prevent these harmful effects on both mind and body.

      Looking after yourself and ensuring you have good mental health has many benefits – not just for you as an individual, but for the business too. Employees are generally more productive, passionate and motivated when in good health. Even if they’re experiencing mental health problems, knowing they are supported by their employer can help in the recovery process.

      STRESS PREVENTION IS BETTER THAN STRESS MANAGEMENT


      Ultimately, the best way to manage stress is through prevention rather than cure.

      Research shows that those who are better informed about the practical ways in which they can lower their stress levels are far better able to tackle difficult situations with emotional resilience and determination.

      Within the workplace, employers are encouraged to make promoting the wellbeing of their employees a core element of the company’s internal operations. Some examples of a proactive approach to stress-management might be:

      • To invite people to take active breaks away from their desks
      • Offering lunchtime yoga classes or mindfulness sessions
      • Group walks in the fresh air.

      So what can help you reduce stress? Continue reading our stress, with Our Top Tips For Reducing Stress.


      If you are interested in how Fleet Street Clinic can assist your workplace with stress management and resilience training, get in touch. Or if you are an individual who needs help with stress management, you can book a GP appointment online.

      Managing The Transition Back From Furlough

      09.06.2021 Category: Occupational Health Author: Querida Hume-Wright

      With over 9 million employees put on the furlough scheme at the peak of the pandemic, and many still on the scheme 12 months later, it’s no wonder that there’s an increase in anxiety about returning back to the workplace. 

      With some employees seeming less than enthusiastic about returning to the workplace, it may be concerning for an employer about how they address this anxiety and what to do if faced with this situation. 

      From the many Occupational Health consultations we’ve had this past year, we’ve learnt first-hand and also through our clients about the transition back into the workplace for both employees and employers. We’ve been able to get a good picture of the main issues people have been facing and what the underlying cause for the anxiety can be. 

      As with any anxiety, the cause can be a singular concern or a combination of concerns and when investigating further, each person should be treated as an individual to fully understand their concerns.

      A discussion with an empathetic leader is a great place to start. Sometimes, however, a review by an independent occupational health clinician from a SEQOHS-accredited clinic, like Fleet Street Clinic, is required to work out if the employee is fit to continue working, if any adaptations for working are suggested and some circumstances, what medical help is required. 

      Here are some of the main concerns and issues that have come up time and time again from both employee and employer and how these can be mitigated:

      Lack of confidence:

      Many furloughed returnees may come back wondering if they can still do their job as well as before, which can manifest into a lack of confidence. With not being at work for a long period of time, certain skill sets may have started to feel ‘rusty’. Worries and concerns about returning to full-time hours from the get go, and having to perform at the same level they were at before they went on furlough are just some examples.

      What can help with this?
      Early engagement between the employer and the returning employee is important to discuss any specific anxieties and to work out a ‘return plan’ which can really make a difference. ACAS advises employers to think about those returning from furlough as if they have been on maternity or long term sick leave. Using similar ‘check ins’ (as you would for maternity/ sick leave) prior to their return to work allows for real-time conversations to cover the practicalities, potentially a staggered return to build up confidence, as well as an opportunity to discuss any anxieties and concerns. 

      Concerns over workplace safety: 

      Two of the most common themes found in consultations with Fleet Street’s Occupational Health Department were employees worried about safety, and whether going back into the office ‘would be the same’. 

      What can help with this?
      To help reduce such anxiety, employers have been encouraged to share with those returning their ‘Covid compliant workplace risk assessments’. HSE made these mandatory last year, although officially they do not have to publish their results internally unless there are over 50 employees. Sharing such information on an individual basis would allow the furloughed employee to see what changes and controls have been put in place, giving them reassurance and peace of mind. It also demonstrates to them that the employer is prioritising their health and safety.
      Employers should also consider setting up a ‘virtual tour’ of the amended workplace, to enable those returning to see and understand what their new workplace will look like.  Changes such as one-way pathways around the building, socially distanced workstations, extra cleaning of communal areas and bathrooms are just some of the more visual changes. Employers should also take the time to discuss changes in policies such as obligatory wearing of masks, flexible office/home working (if feasible) and other benefits that may have been introduced. Logistical concerns about childcare is one of the major blockers for those returning, and this is another example of how the employer can have open discussion with the returnee to formulate a reasonable solution, preferably weeks ahead of the return to work date. 

      Concerns over leaving the home: 

      Returning employees may have concerns about leaving the home and what impact this may have on their health. Other factors employers had to think about were those who were shielding (classified as extremely vulnerable by the Government) and for those living in a household with someone shielding. 

      What can help with this?
      To mitigate this, employers may have chosen to use Occupational Health to contact the employees returning to identify any risk factors or health concerns. Although any medical information would be classified as strictly confidential, the employee and Occupational Health professional discuss the outcome of the assessment which is then simply fed back to HR as ‘fit to return into the office workplace with no adjustments, or with adjustments (then outlined). In the rare circumstance of an employee being assessed as not fit to return to work, a management referral would be indicated. Fleet Street Occupational Health did this for various businesses, and found that many of the employees contacted were appreciative of having been asked about their health in relation to Covid. In a small number of cases, simple and feasible adjustments were recommended – mostly around avoiding a busy commute (flexible working hours were recommended in this instance). Employers fed back confirming the transition for those returning were certainly smoothened by this process. 

      Mental Health:

      Mental health may have been affected for all employees for many different reasons, these include bereavement, stress from being at home with home schooling, fear of uncertainty etc. It is important that employers recognise this decline in mental health and look to support their employers.

      What can help with this?
      Employers should consider making sure that all employees are aware of what counselling services are available, or to train up ‘mental health first aiders’ to carry out weekly group check ins or a ‘return to work’ support group. If the employer would like independent advice from an Occupational Health clinician about where the employee is fit to work, then you may want to consider a management referral. They are primarily designed to support the referring manager in their decision making when dealing with an employee’s health-related issue and to determine the employee’s ongoing fitness to work, this includes mental health concerns.

      How can the employer support the return back to the office in general?

      Employers might consider a ‘phased return to work’ plan, to allow the furloughed employee to steadily get back into work. Both the employer and the employee want the same thing – to be at their best at work, and so allowing a gradual step up in days and hours (again as if returning from long term sick leave as an example) would be one way of enabling this.
      Another thing that might help smoothen the transition back for those returning is a ‘buddy’ system. This is where a returnee is matched up with an employee who has not been on furlough to have them work together for the first few weeks. Not only would this help the returnee to navigate any new changes in the workplace, but it can enable collaborative working and remove the ‘grass is greener’ syndrome from both sides. Some examples of known sentiments include furloughed employees wondering if they’ll have a job to go back to, what it will be like, and a vulnerability about losing their skills etc. Those who remained at work may feel that those on furlough had the ‘easier option’ or feel resentment at not having been given the same option to go on furlough. These are just two sentiments raised from employees during our conducted Occupational Health consultations. 

      Our list of examples and scenarios outlined are not exhaustive; and we understand that as people we all have specific needs which may be different to others. 

      We hope that you found the suggestions we have outlined useful, especially in ensuring a smooth transition for those returning, and ultimately an emphatic and supportive working environment for all. 

      If you require support from our Occupational Health department, you can find more information here.

      Alternatively, fill out the form below and we’ll propose suitable services for your consideration.