Employee Health & Well-Being
Building the Business Case
Dr Bridget Juniper
Work and Well-Being Ltd
Points to Cover
• What is employee well-being?
• How to construct a business case
• Case study
Work and Well-Being Ltd © 2014
What do we mean by Employee Well -Being?
“That part of an employee’s overall well-being
that they perceive to be determined primarily by
work and can be influenced by workplace
interventions”
Juniper et al., 2010
Work and Well-Being Ltd © 2014
Common Elements of Employee Well-Being?
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The Basic Elements
• Background research
• Particular issues
• DATA
• The proposition
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Issues - Ageing Workforce - Example
• Profile based on a set of
assumptions
• In 25 years, rump of
employees in their 60s
and 70s
• Well-being programme:
–
–
–
–
–
Good work
Health screening
Promote better health
OH
Care support (child and
elder)
Data
• What data do you have on impaired health?
– Absence
– Presenteeism
– (Attrition)
– Occupational Health
– Private Medical Insurance claims
– Other insured benefits eg income protection, critical illness
– Ill health retirements
– HRAs
– Surveys, health surveillance
• What is ill health currently costing?
– Costs
– Effectiveness
• What are you spending currently?
Work and Well-Being Ltd © 2014
Absence Costs for TOCs
Costs of Impaired Health Across
the Network, RSSB (2014)
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Remedial Health Costs
Private Medical Insurance
Group Income Protection
Occupational Health
Employee Assistance Plan
Flex schemes
Absence Management
System
• In-house and external
resource
•
•
•
•
•
•
Work and Well-Being Ltd © 2014
Preventative Health Costs
•
•
•
•
•
•
•
•
•
Health Screening
Health Risk Appraisals
Health Promotion
Health Related Facilities
Fitness Subsidies
Smoking Cessation
Incentives
Staff Surveys
In-house and external
resource
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Synthesise data
• What proportion is
spent on preventative
vs remedial measures?
• How do overall costs
compare to payroll?
• Can you shuffle the
pack?
Proposition
• What do you want to
achieve?
• Why is this a good
thing?
• How will you do this?
• What benefits will this
deliver?
• Projected ROI
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CASE STUDY
Work and Well-Being Ltd © 2014
Proposed Model
Management
Information
Assess return on
existing
programmes
Programme
Modification
Cost/Benefit
Analysis
Results
Strategic
Approach
Action
Planning
Delivery
Well-Being
Needs
Management
Information
Discovery
Findings linked
to outcomes
Analysis
Planning
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Evidence-Based
Interventions
Delivery
TOC Case Study
Absence amongst station
staff and conductors rising
What are their health and
well-being needs?
Work and Well-Being Ltd © 2014
7 Well-Being Domains (30 items)
Domain Code Domain
Number of
Items
Description
FAC
Facilities
4
Impact of facilities on health
MGR
Manager
6
Impact of manager on health
PHY
Physical
5
Impact of work on physical health
PSY
Psychological
4
Impact of work on psychological health
SHF
Shifts
3
Impact of shifts on health
TRN
Training
4
Impact of training on health
UNI
Uniform
4
Impact of uniform provision on health
Internal reliability (α) and probability plots for each domain are satisfactory
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Well-Being by Domain
Overall well-being = 2.49
Psychological well-being
significantly worse than
other domains
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Link between Well-Being and Engagement
Staff with low
well-being are 74
times more
likely to be
disengaged
at work
www.workandwellbeing.com
Link between Well-Being and Absence
Absence by Overall Well-Being
Well Being
Quartile
Annual Absence Days
HIGH
4.3
LOW
11.0
The results show that
these staff report some 3
times more absence if
their well-being levels are
low
N=518
Variance explained= 5.9%***
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Links to Absence (ranked)
Stress from service disruption
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Actions
•
•
•
•
•
Coping skills during Service Disruption
Lower limb advice
Tea and coffee provision
Waterproof trousers
Break arrangements reassessed
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Attendance 2011-2013
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Can you help RSSB?
• Guinea pigs for
Workplace Well-Being
Tool?
• Take part in a rail sector
study to evaluate
effectiveness of a wellbeing intervention?
• Contact:
Darryl Hopper (RRSB) or
myself
Work and Well-Being Ltd © 2014
Further Information
Dr Bridget Juniper
bridget.juniper@workandwellbeing.com
Work and Well-Being Ltd © 2014