Frequently Asked Questions

Click on questions to reveal answers...

  • My company does not have enough staff to warrant having a full time occupational health presence – how can we overcome this?


    Certainly it is a good idea to have, at the very least, access to an Occupational Healthcare service and there are a number of companies that will provide a variety of services for you.      (See also the section on my website for other OH services).

    Probably the three most important services that you need are:
    1. to provide policy advice
    2. pre-employment checks
    3. to help manage long term conditions – there should be no need for you ‘not to know what is going on’.

  • I have been told that we would benefit from a healthcare trust instead of a traditional private health insurance plan – is this so?

    Inevitably it depends on what you are aiming to achieve.

     For companies with a premium in excess of about £300,000 then a trust might be a good idea.  There are various considerations that will help reach a good decision, such as your risk profile.  This includes underwriting, subsidies, level of cover and past claims experience.

  • We understand from the Richards’ review that private ‘top ups’ will be allowed for certain treatments in the NHS – what are the implications for our health insurance plan?

    At this stage it is not clear as to how the top up system will work and the insurers are waiting for further government advice.  Already it is possible to buy insurance for the top ups but it might duplicate cover that already exists.

  • It has been suggested that a cash plan will be a good substitute for our existing health insurance plan – is this so?

    Cash plans and private medical insurance are different.  By and large the former provides a cash sum that can be used when costs are incurred for such expenses as dentistry, optical bills and some treatments.

     In addition there is likely to be a cash sum payable for hospitalisation although full accommodation costs will not be covered.  Premiums for these policies are determined by the number of units of cover that are bought but it is not expected that a cash plan will cover the range and expense of a comprehensive health insurance plan.  You should take legal advice if you are thinking of substituting a cash plan for a company paid health insurance plan.

  • How do we know if we are achieving full value from our Employee Assistance Programme?

    Employee Assistance Programme providers will tell you that utilisation between 6% and 8% is normal.

     However, I believe utilisation depends on, firstly, how well it has been, and continues to be, communicated to staff.  Secondly, as an employer, you should be aware of how it has been positioned as a ‘tool’ to help managers manage their staff.  In this respect it can be used by a manager to help an individual deal with a problem that arises – such as bereavement.  Further a manager may want to use it if performance has reduced and deal with any underlying causes.

  • Our sickness absence levels are roughly what would be expected for a company of our size.  However we are aware that some of our staff have been off work for some time with their GPs seeming to support this with sick notes – is there anything we can do?

    This is a big question and, to give a good answer, I would want to look at your sickness absence data.

     However, it is true that while the incidence of long term sickness absence is relatively small the days off are disproportionate.  Key to managing your long term sick employees is to ensure that you have good reporting systems with appropriate mechanisms in place to avoid absences becoming long term – it is possible!

  • What issues should we consider before implementing a screening programme for the company?

    First and foremost you need to be clear as to what you want to get out of the programme.  Statistically it is rare to find a condition - and if you did what would your response be?

    Secondly, assuming the programme was voluntary how would you get those who would most benefit to attend - typically they are the most reluctant!  On the other hand screening is a very positive initiative when making a statement about how valuably you consider good health to be.  Certainly I would seek to link any programme with your Occupational Health service.

  • We are a comparatively small company of 200 staff - how can we benefit from health initiatives often used in larger companies?

    You have one advantage over larger companies - you and your fellow managers are more likely to know what is going on and can take appropriate action at an early stage.

     As for all companies it is imperative that you have good reporting mechanisms and that what health ‘tools’ you do buy are set to work for you and meet your needs and expectations.  I would expect you to be able to operate with most of what a large company has available to manage their health needs.

  • Swine 'flu - H1N1 - is a threat to our staff.  Where can I get advice and have questions answered that will help me make good straegic decisions?

    I have two suggestions for you - the first is to contact your Occupational Health department/advisers.  The second suggestion is to use this link to Medical News who provide a good Q&A section on their site.