How to develop a future-focused strategy to support physical health challenges

How employers can help build a future-focused wellbeing strategy.

Workplace health is a critical business priority that demands attention at the highest levels.

It’s not just about avoiding absenteeism; it’s a key driver of productivity, engagement, and long-term business success.

Yet, with chronic conditions, stress-related illnesses, and physical health issues on the rise, many organisations are still reactive rather than proactive.

To stay competitive and support a thriving workforce, businesses must rethink their approach to health and wellbeing before challenges become crises.

The numbers tell a compelling story.

The Health and Safety Executive (HSE) reports that 33.7 million working days were lost due to work-related ill health in the UK in 2023-24.

Meanwhile, research from health insurer Vitality estimates that poor health costs the UK economy £138 billion per year.

Surprisingly, most of this loss isn’t from formal absences but from employees working while unwell, reducing effectiveness on the job.

Additionally, 300,000 people exit the workforce each year due to health conditions, with those affected three times less likely to return to work than their healthier peers.

To build a resilient workforce, businesses must shift from reactive health interventions to a strategic, preventative approach.

Here’s how to address today’s biggest workplace health challenges.

The biggest physical health challenges in today’s workforce:

1. Musculoskeletal disorders (MSDs)

MSDs are a major cause of absence and lost productivity. One in six UK employees lives with an MSK condition, with back pain, joint problems, and repetitive strain injuries among the most common.

What’s driving the increase? Poor workstation setups, prolonged sitting, and the rise of remote and hybrid work.

How employers can help:

Provide ergonomic assessments and adjustable equipment at work and at home.
Encourage movement through microbreaks, stretching, and active working habits.
Offer access to physiotherapy, workplace exercise initiatives, or posture coaching.

2. Obesity and poor nutrition

Obesity rates have surged, with nearly two-thirds of adults now classified as overweight or obese.

Obesity-related conditions cost the UK economy approximately £98 billion annually and are linked to reduced productivity, increased sick days, and long-term work absences.

What’s driving the increase? A sedentary lifestyle and poor nutrition, exacerbated by workplace environments prioritising convenience over healthy choices.

How employers can help:

Offer healthy meal options or subsidised meal vouchers.
Provide nutrition education to support informed choices.
Create fitness incentives, wellness challenges, or workplace activity programmes.

3. Sleep deprivation and fatigue

The UK loses more than 200,000 working days annually due to sleep deprivation, contributing to up to £40 billion in lost productivity.

What’s driving the increase? Long hours, digital overload, and poor sleep hygiene impair concentration, increase workplace accidents, and reduce decision-making ability.

How employers can help:

Promote work-life balance and discourage excessive overtime.
Educate employees on healthy sleep habits and encourage digital detoxing.
Provide nap/rest areas or introduce flexible scheduling options.

4. Cardiovascular and metabolic diseases

Heart disease is now the leading health-related cause of workforce exits.

Research from the Institute for Public Policy Research (IPPR) found that individuals diagnosed with cardiovascular disease (CVD) have a 22% chance of leaving their job - higher than those with mental health conditions (14%) or cancer (16%).

What’s driving the increase? Sedentary work environments and high-stress roles contribute to rising cases of heart disease, diabetes, and hypertension.

How employers can help:

Encourage movement through walking meetings, gym discounts, and activity breaks.
Offer on-site health screenings to detect early risk factors.
Promote cycling to work - employees who cycle are 24% less likely to die from heart disease.

Building a future-focused health and wellbeing strategy

A healthier workforce requires a strategic and personalised approach to employee wellbeing. Here’s how to develop an effective plan:

Step 1: Assess workforce health needs

Conduct employee health surveys to identify key concerns.
Use absence and productivity data to track workplace health trends.
Offer voluntary health screenings and ergonomic assessments.

Step 2: Implement a holistic wellbeing scheme

Physical health: Provide ergonomic support, fitness initiatives, and movement-friendly workspaces.
Mental health: Establish stress management programmes, counselling services, and mental health first aid training.
Lifestyle habits: Promote nutrition education, sleep awareness, and work-life balance initiatives.

Step 3: Personalisation and inclusivity

Address the needs of diverse employee groups, including remote and shift workers.
Recognise age-specific and gender-specific health concerns (e.g., menopause, reproductive health).
Offer flexible benefits such as:
- Lifestyle spending accounts (LSAs): Discretionary funds for fitness or mental health.
- Employee assistance programmes (EAPs): Confidential resources to support employee wellbeing.
- Customisable health plans and health cash plans: Options for dental, vision, and specialised care.

Step 4: Foster a preventative culture

Shift from reactive healthcare to preventative care.
Encourage active workspaces and healthy workplace habits.
Train managers to proactively address employee health concerns.

Step 5: Track, measure, and adapt

Monitor key metrics such as absenteeism, engagement, and wellbeing programme participation.
Continuously gather employee feedback to refine initiatives.
Stay updated on workplace health trends to enhance policies over time.

Investing in a healthier workforce

Prioritising employee health isn’t just about reducing absenteeism - it’s about fostering a resilient, engaged, and productive workforce.

A well-designed wellbeing strategy can:

Improve employee retention and satisfaction.
Enhance productivity and business performance.
Reduce long-term healthcare costs.

By embracing a future-focused, personalised approach to health and wellbeing, businesses can create an environment where employees thrive, productivity flourishes, and long-term success is built on a foundation of wellbeing.