Fifty-nine per cent of employers say that the change in working patterns to a more remote or hybrid approach has affected the way they support the health and wellbeing of staff, according to research from GRiD, the industry body for the group risk protection sector.
Of those employers who stated that working patterns had affected the way they support the health and wellbeing of staff:
- 49% said they have made it easier for staff to access support and benefits remotely e.g. via apps and online
- 43% said they have introduced benefits to support employees in this new way of working e.g. for their mental and physical health
- 38% said that they have increased support that can be accessed remotely e.g. virtual GPs and virtual physio
Katharine Moxham, spokesperson for GRiD said: “Employee benefits providers and, in particular, those that offer health and wellbeing support, were really swift to respond to the challenges presented by the pandemic. The pace of change has been breath-taking.
“We are now in a situation where many employee benefits, including embedded support within employer-sponsored life assurance, income protection and critical illness, have improved in two distinct ways. The method of delivery has been expanded to include additional digital channels to meet the support requirements of employees, no matter where or when they need it. Secondly, the type of support has also broadened: for instance through the likes of online physiotherapy, nutrition and fitness advice; meditation and mindfulness apps; computerised Cognitive Behavioural Therapy (CBT); and access to virtual GPs and nurse practitioners. Some had been available previously, but have now become much more mainstream.”
Given that so much has changed, GRiD believes that employers would be prudent to benchmark their wellbeing provision against current support available and make sure they keep pace with developments, especially in supporting a hybrid workforce.
Katharine Moxham continued: “Employers may be under the illusion that they offer really innovative wellbeing support but they may be surprised just how much things have moved on if it hasn’t been reviewed for a number of years. The repercussions of the pandemic are very much still in evidence and employers have a duty to ensure they are providing the very best wellbeing support available.”