A recent study by Towergate Employee Benefits reveals that 86% of international companies offer health and wellbeing support to reduce employee absence.
The research underscores the growing emphasis on preventative measures and return-to-work strategies among organisations with overseas employees.
According to the findings, 89% of global employers track employee absence, while 86% implement health and wellbeing programmes to minimise the likelihood of absence. Additionally, 65% utilise such support to facilitate quicker returns to work for their staff.
Sarah Dennis, Head of International at Towergate Employee Benefits, highlighted the importance of these efforts. “It is great to see so many global employers tracking absence rates and using health and wellbeing support to help prevent absence,” she stated. “However, it is vital that they fully monitor the reasons for absence so they can ensure the right preventative measures are in place, and the right support is available to help get people back to work.”
Proactive Absence Prevention Strategies
The study emphasises the importance of taking preventative steps before employees begin overseas assignments. Employers are encouraged to assess both the health risks posed by the destination and the individual’s personal health needs.
Potential risks associated with specific locations, such as exposure to infectious diseases or inadequate medical facilities, can be mitigated with vaccinations or ensuring that health insurance covers repatriation if necessary. Employers are also advised to consult local experts for insights into the availability of essential medicines and healthcare services in a given area.
Pre-assignment health screenings can help determine whether an employee is fit to work abroad and identify any medical issues requiring attention before travel. Employers are also encouraged to plan for the individual’s health needs, including securing specific medications if required.
Sarah Dennis noted that lifestyle factors must also be addressed. “Long working hours, lack of access to gyms, unhealthy eating and drinking habits can all be detrimental,” she explained. Simple measures, such as providing access to fitness or nutrition apps, can help promote healthier lifestyles and mitigate risks linked to poor health.
Supporting Employees Returning to Work
While preventing absence is a priority, the research indicates that more could be done to help employees return to work after illness. Currently, 65% of global employers offer health and wellbeing support specifically to aid recovery and reintegration into the workforce.
Health and wellbeing benefits that expedite diagnosis, treatment, and rehabilitation are becoming increasingly valuable. These include access to virtual GPs, online physiotherapy, and mental health support through talking therapies. Such resources can address both physical and psychological needs, aiding faster recovery and reducing long-term absences.
“Absence can be more difficult to manage for global employers with the challenges of a disparate workforce,” Sarah Dennis explained. “But the support is available to both prevent and manage absence, and an international specialist can advise on the most appropriate support for each workforce and country.”
Balancing Prevention and Support
The study highlights the dual focus required for effective absence management: proactive prevention and robust return-to-work support. For international employers, this means tailoring health and wellbeing programmes to meet the unique needs of a global workforce, including addressing country-specific risks and individual health requirements.
By leveraging preventative measures and post-absence support, businesses can enhance employee wellbeing, improve productivity, and maintain a healthier workforce. With comprehensive strategies in place, organisations can better navigate the complexities of managing absence across multiple regions.
