FEATURE
is important that employers recognise these benefits. With many people now working until later in life, employees should be encouraged to develop and maintain healthy habits to give themselves the best possible chance of staying well in work for longer.
MSDs are common, costly and painful for both people and businesses. These types of disorders can also be debilitating and long-term so employers need to create an environment where people feel comfortable to disclose their condition or concerns, making it easy to seek help.
HR can play an important first step to educate the workforce about MSDs and the problems they can cause, both within and away from the workplace. If workers are aware of MSDs and educated about what they are, where and why they happen, they will naturally take more responsibility and greater ownership of the problem.
It’s then about creating a system to effectively manage any problems, as well as promoting prevention and lasting benefit.
For those with an MSD the condition can be improved by eliminating repetitiveness in the daily routine. Line Managers and HR professionals can work with occupational health to manage MSDs in the workplace. HR professionals, like line managers, are not health professionals and have to rely on the information given to them by the individual, GP or MSD specialist to guide them as to how quickly someone should return to work. Quite often this information is vague, relayed informally, and is open to interpretation.
HR is also responsible for liaising with all parties to help ensure that the sickness absence and return-to-work process runs as smoothly as possible, without unnecessary delays.
Actively managing an MSD through specialist occupational physiotherapy can have a transformational effect for both employers and employees, while a relationship with a healthcare partner can give you an insight into how others have managed the problem within a budget.
www.healthinsurancegroup.co.uk www.tomorrowshs.com 13
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