Canada Life offers mental health early intervention service

Canada Life offers mental health early intervention service

Canada Life Group Insurance has set up a dedicated mental health phoneline staffed by a team of in-house early intervention service nurses.

Human resources, line managers and supervisors can call the number from day one of an employee’s absence for immediate support and guidance from a registered medical professional.

If a nurse believes that early intervention will help, they will contact the employee direct to discuss their absence, then they will then compile a report for the employer, detailing recommendations and the support available.

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The group added that no paperwork needs to be completed to access early intervention services and Canada Life gains consent from the employee, so the employer does not have to.

The firm’s research, based on 256 referrals to the service throughout 2014, found that 86 per cent of its early intervention service referrals do not result in a claim.

This is supported by the fact that over 90 per cent of early intervention service users have reported a stable or improved claims experience, based on its portfolio data for all early intervention service users with 100 insured lives or more.

Canada Life also said that early intervention services have also reduced the duration of some claim types.

Paul Avis, marketing director of Canada Life Group Insurance, said that following its launch of Early Intervention Services for all in January 2014, the firm got a sense of what was really needed to help facilitate an employee’s return to work.

“From our research, it was clear that the area where most employers struggled is in dealing with mental health or complex absences. As a result, we have enhanced the offer of EIS for all with a new service, specifically aimed at these complex absences and would urge every adviser and employer to take advantage of this free service.

“As well as helping to reduce occupational and statutory sick pay bills and helping to comply with the Equality Act (2010), employers should also benefit from a reduced incidence of claims, a shorter duration and higher acceptance rate.”