“Fatal accidents are nearly eight times more likely in SMEs, and nonfatal workplace injuries are as much as 50% more likely to happen.”
Tremblay A, Badri 2018
Spare a thought for the small business owner. They have to secure a continuing revenue stream, provide competitive, expert-led services and stay ahead of the curve, when alone at the helm.
Furthermore, business conditions are harsh;
· a bumpy economy,
· increased economic and administrative burdens
· a downturn in European trade because of Brexit
· multiple legislative changes
SMEs must also know about health and safety, risk management, employment law, tax and environmental impact. Plus complete the admin this requires.
Escalating sickness absence and employees presenting with ever more complex physical and mental ill-health, means SMEs are also facing unprecedented challenges in a perfect storm which is negatively impacting employee wellbeing.
When resources are squeezed and information can be hard to come by, how can Occupational Health help?
What is Occupational Health and how can it help SMEs?
It is a welcome development from the Society of Occupational Medicine (SOM) that they are seeking ways to help busy SME owners navigate their employees’ health challenges. With 61% of people in the UK presently employed by SMEs, this is a sizeable section of the working population who do not routinely have access to services that might make a big difference to their experience of managing illness in the workplace. Many SMEs also do not seek HR support, which leaves an even wider gap to fall through.
A recent OH helpline trial for small businesses proved that Occupational Health could provide invaluable signposting to resources and an objective voice providing reassurance to those dealing with health issues at work.https://www.employment-studies.co.uk/project/evaluation-occupational-health-helpline-smes
So what do SMEs need from Occupational Health?
Firstly, SMEs need more information about what Occupational Health (OH) actually does, as they are often unaware the service even exists. Also OH provision and what they can offer can be confusing and SMEs are unfamiliar with adjunct services such as vocational rehabilitation (VR), occupational therapists (OT), occupational physios, technicians and audiologists.
The aim is to support employees to return to work when physical or mental illness or injury prevents this. Or to provide further guidance about workplace wellbeing and safety. As an accident, medical condition, or simply ageing might impact all of us, it makes sense that SMEs consult Occupational Health experts early and develop a more enabling approach to sickness and disability.
Moreover, with the demographics of an ageing population and the rise in the most common causes of workplace absence (musculoskeletal disorders, and mental ill-health and depression), plus an NHS facing unprecedented challenges, it is perhaps timely to re-examine what is available to small organisations, for costs which are more reasonable than many might think.
Wishlist – How Occupational Health can help SMEs
The process
- A useful guide for the huge range of services provided by OH professionals.
- An easy-to-follow process with information about is needed before a consultation. SMEs often do not have job descriptions, risk assessments, or formal performance assessment and may need assistance with this.
- How to protect confidentiality, gain employee permission, apply for GP health data etc.
- What to tell the employee, so that they do not fear the OH appointment or see it simply as a vehicle to get rid of them.
- A regional resources finder – finding a local OH service is time-consuming and confusing.
- Some reconsideration on how the information from an assessment is transmitted. Is a written report needed? Does it provide quality insight to enable workable solutions?
Wider suggestions
- A source of information for SMEs about the impact that the working environment might have on employees. For example, globally the highest cause for those living with lower back pain (causing long term disability) was “occupational ergonomic” factors. So this is something which could be easily remedied with the right guided interventions.
- Information about how earlier, positive, enabling discussions supported by OH can lead to better outcomes.
- Targeted advice on referrals to possible other OH healthcare professionals. Would an OT, VR, physiotherapist, counsellor, or neurodivergence expert help with any rehabilitation needs? What provision is available locally?https://evidence.nihr.ac.uk/collection/rehabilitation-how-can-services-meet-demand/
- With limited resources, small companies may also need greater transparency on what interventions might cost and possible outcomes. Advice on Access to Work and how to apply for funding would be invaluable.
- The insurance industry might also contribute in looking at its provision for SMEs. With more products to support SME reward strategies and meet the health needs of a changing workforce with evolving expectations. https://www.smeweb.com/insurance-industry-must-invest-in-protecting-small-businesses/
- More information about stress and psychosocial risk assessment which is in its infancy in the UK, in comparison with Australia and Canada, for example. IOSH and the British Safety Council are helping to rethink workplace risk and workplace wellbeing. So collaboration, joined-up thinking and awareness- raising with all interested bodies would make a huge difference.
- Continuation of the government’s efforts to increase funding and subsidy to incentivise SMEs https://www.gov.uk/government/consultations/occupational-health-working-better/occupational-health-working-better
Conclusion
SMEs need to recognise the benefits of Occupational Health support in retaining the expertise of valued employees in cases of ill-health, disability or a long-term chronic health condition. Moreover, the employee themself, will benefit from proven better outcomes if they can stay in employment; https://cardinal-management.co.uk/wp-content/uploads/2016/04/Burton-Waddell-is-work-good-for-you.pdf . Plus it could mitigate the threat of expensive and stressful litigation proceedings, for example, if an employee is diagnosed with cancer and an SME is unaware of its obligations.
Nevertheless, SMEs cannot always afford to employ someone who can no longer fulfil their role. Particularly if there are fewer opportunities to accommodate them elsewhere in the company or absorb the cost. So, involving a professional and objective third party in that difficult conversation can be invaluable.
SMEs could also benefit from advice on adjustments etc to support employee recovery. OH can provide guidance on this and ensure that employees do not find themselves thrown straight back into an unhealthy working environment. Bringing in changes, which need not be expensive or complicated, can ensure better performance and a better outcome for all employees, not just the person seeking support.
In summary
As SME owners face continued demands in a complex workplace wellbeing landscape, accessing professional OH support is something worth facilitating.
Please feel free to contact me if you need further information. I am happy to support with information on legal responsibilities for employers concerning employee wellbeing and health and safety. And I can point you to Occupational Health professionals who can support you too. https://www.karinbrawnhr.co.uk/contact/. https://www.karinbrawnhr.co.uk/associates/