EIS is best used for complex or subjective claims such as back pain, mental ill health and chronic fatigue syndrome.
Many supervisors struggle to deal with these complaints.
Stress, anxiety and depression are not only “invisible”, people managers also often worry about exacerbating the condition if they try to manage it.
Work-related stress is particularly emotive and, by using EIS, the aim is to help the manager and employee resolve the absence or confirm it is a workplace issue rather than a health issue.
In 2017, having contributed around a quarter of the industry’s EIS cases, 77 per cent of early intervention referrals returned to work within an average of just seven weeks.
This clearly demonstrates the value early intervention can bring to an organisation.
Bearing in mind that 90 per cent of EIS referrals did not result in a GIP claim for various reasons, the financial benefits of sustainable, appropriate premiums is as attractive as the sick pay and retention arguments.
It is likely that with EAPs, Second Medical Opinion and Early Intervention Services employers already have the foundation for a health and wellbeing programme and should review what they have.
If you are paying for these, it makes sense to use them and maximise the investment you have already made.
How should organisations be communicating to employees?
Maximising the investment is also true of the need to communicate benefits effectively and efficiently.
Our research revealed 85 per cent of employees are more likely to work for employers who offer clearly labelled workplace benefits, suggesting workers value benefits but often struggle to understand what is being offered.
The results show clearer information is needed for companies to win the battle to recruit and retain staff.
This trend is particularly pronounced among employees aged 25-34, with 94 per cent agreeing that better labelling would help their decision.
The ability to communicate will help one of the primary business objectives of employee benefits: to retain and gain new staff.
Clear, consistent communication will also help employees feel valued and secure, with peace of mind that they have support and financial protection.
Apps are incredibly powerful at promoting health, well-being and information, especially when aligned with something that gets people coming back to it.
We have adopted a range of online and in-store discounts, gift vouchers, cash back and cinema discounts.
When people open the app to use them, they find a wealth of information, self-assessment tools and targeted communications embedded within it.
Printed materials like posters, flyers on tables and letters sent home all still have their place. Intranet announcements and emails sometimes get overlooked so wherever possible the personalisation of materials should be embraced.
