There is a cross-departmental sea-change within public policy that means the government has increasing expectations of employers regarding the welfare of their staff, according to the industry body Group Risk Development (GRiD).
GRiD said there are several policy papers that have either implied or overtly mentioned this issue in recent times.
They include ‘Prevention is better than cure’ from the Department of Health & Social Care; ‘Improving Lives: The Future of Work, Health and Disability’ from the Department for Work & Pensions; ‘Good Work: the Taylor review of modern working practices’ from the Department for Business, Energy & Industrial Strategy; and ‘Thriving at work: a review of mental health and employers’ from the Department for Work and Pensions and the Department of Health and Social Care.
The financial impact of absence from work due to mental health problems has also been debated in Westminster. Group Income Protection, in particular, was recognised as being a fundamental tool for employers to help them in terms of financial support during employee sickness absence and also in achieving better outcomes in returning people to work.
Group Income Protection aims to provide an income to an employee when they are unable to work long term, as a result of an illness or injury. If the policy incapacity definition is met then payment starts after a deferred period.
Katharine Moxham, spokesperson for GRiD, said employers who already offer Group Income Protection will be well prepared as they will already be compliant with much of what will be required of them over the coming years.
“And of course, their organisation will also benefit with a better protected workforce, which is likely to mean a happier and healthier workforce, which also brings about increased engagement and productivity,” she added.
If you would like to know more about Group Income Protection, or any aspect of employee benefits provision for your workforce, please speak to your Brunsdon Financial Adviser.
Please note that this article does not constitute specific personal advice. Brunsdon is not responsible for the content of third-party web sites.