Improving Lives report is a welcome step

Furthermore, it is good to see the role of the employer highlighted in this report. RedArc has supported over 27,000 people through serious illness, disability, trauma and bereavement, the majority of whom meet the definition of disabled under the Equality Act, although many would not view themselves as disabled.

This article hopes to share insight gained from supporting people with disabilities and long-term health conditions to some of the points raised in the green paper, and make some recommendations for employers.

We very much concur with the statement that work is good for physical and mental health, though we would qualify to say the work should be appropriate for the individual and good support and policies should be in place.

We also know people with physical long-term health conditions are more likely to become depressed or suffer other mental health conditions.

Holistic services which address all issues provide the best outcome for employees.

The UK health system is complex and fragmented, the NHS is stretched and waiting lists can be very long, this means that individuals often struggle to get the help they need at a time when they are at their most vulnerable.

Where relevant information and support is provided, this can empower employees to take control of their health.

Clearly the employer has a key role to play in attracting, retaining and valuing people with any form of disability or long-term health condition as well as those who become ill during their employment.

Policies and procedures should be reviewed to ensure that they cater for people with long-term health conditions e.g. they may require more time off for appointments, or more flexibility in working hours, as well as catering for those who care for a disabled person outside of work.

Organisations such as Disability Rights UK can provide training and guidance for employers. It is important for employers to have support services available when employees start to feel unwell, or undergo tests, this can really improve the experience and often avoid many pitfalls, thereby leading to a better (and frequently quicker) recovery.

Often services only come into play at point of claim, in my view this is too late. A wide range of support services are available for employers, either directly or as part of group insurance such as income protection, critical illness, life and private medical as well as Employee Assistance Programmes.

Some support services are available regardless of whether a claim is made, so they can be used at a very early stage but this relies on clear communication by the employer.

Advances in technology should make this easier for employers to achieve and indeed some support services are now accessible via apps which employees can download.

In our experience, employees value services most that are provided externally to the employer on a confidential basis, this enables them to discuss concerns that they may worry about sharing with their employer.

After a serious illness, many employees suffer from low confidence and self-esteem, they worry that they won’t be able to do the job properly again. Additionally, holistic services which address all issues provide the best outcome for employees; long-term physical health problems usually also have an emotional or mental aspect too.

Illness does not operate in vacuum, there are always many more things going on such as worries about the family, relationship difficulties and confidence. With such long delays in getting treatment on the NHS, such as counselling and physiotherapy, employees can deteriorate during this period.

Therefore a support service which can provide these services quickly is obviously very welcome both to the employee and the employer. In our experience, practical advice and emotional support is often valued more than the financial assistance provided by insurance policies.

This is an opportunity to make sure the right support is available to those that need it.

The payment is welcome, but without the support, employees can flounder, becoming more anxious, depressed as well as physically worse. What employees really value Every day at first hand, we see the benefits of providing long-term practical advice and emotional support. As we have been supporting employees for many years, we have seen what is of most benefit in practice.

Employees value talking to the same personal nurse adviser, this has been the best way to build trust; they don’t want a time limit – everyone is different and knowing that they can get in touch at any time, even over a number of years, is a great support.

A service seen as independent from the employer helps to build an open relationship where the employee is confident of confidentiality.

Services provided by medically qualified personnel means the employee can be assessed holistically and the most appropriate therapy or counselling can be arranged.

Employees value advice on all areas are affected by their health condition – not just medical, but emotional and practical advice on how to manage work and any adjustments required. The Green Paper recognises that support is needed, and employers have an important role to play.

This is an opportunity to make sure the right support is available to those that need it. In practice this can mean quicker recoveries, quicker returns to work where applicable, or more effective adjustments to a new norm.

There is a variety of support services available to employers, when considering how best to support their employees.

I would urge employers to ensure they choose services which offer holistic, long-term, independent, qualified support available from the earliest possible opportunity.

Christine Husbands is managing director for RedArc