Take a preventative approach

As a major professional services firm, PwC faced a decision when tracking health data across their workforce. Should it continue to lead in outsourcing and procuring the best health services and benefits, or bring them in-house? PwC chose the latter and made a multi-year investment in a staffed health clinic.

The investment could only be prospective in the early stages because the demand for services was still relatively low. A few health indicators were clear however, some of which were driven by the sector. Employees in client-facing roles were often working long or irregular hours, and for many sedentary physical-inactivity was the reality. When this was considered along with the impacts of the pandemic on younger colleagues’ mental health, the need was clear for a fuller suite of provision.

Now, the PwC clinic, based at Embankment Place HQ, provides in-house health screening, GP, fitness and pharmacy services for managers through to senior management – with a range of targeted services aimed at younger staff. The clinic undertakes disease treatment, disorder or management and physiotherapy for both staff and extended family. The clinic is Care Quality Commission registered and approved, and works with the PwC HR/People teams on data tracking – notably here, via wearable devices for a selection of partners for stress tracking.

The result of this investment has been remarkable. In the first few years, the clinic has - through condition management and providing on-site prescriptions and screenings - helped staff remain productive, cut employee commuting and travel time for health treatment and effectively saved colleagues lives through early diagnosis in safe spaces.

Here’s the story of one employee who Zurich helped to resume his full-time role following treatment for a cardiac condition (in the interests of anonymity, all names have been changed).

Daniel had been absent for two months after receiving medical treatment for a cardiac condition, Daniel told his employer that he would soon be ready to come back to work. The HR manager contacted Zurich to support Daniel’s return and his ongoing rehabilitation. 

• After speaking to Daniel, his line manager and the HR manager, Zurich was able to design a phased return-to-work plan. This considered Daniel’s diagnosed condition and ongoing symptoms, his continued attendance at cardiac rehabilitation sessions, and the responsibilities of his contracted role
• Zurich then held a conference call with everyone involved. This was to ensure everyone involved had a shared understanding of what was expected in terms of hours and duties, and the plan for ongoing support as Daniel’s return to work progressed
• One week after Zurich received the referral, Daniel started his phased return to work, gradually increasing his hours, duties and responsibilities – including a gradual reintroduction of travel requirements
• Regular review calls to Daniel and updates to his employer throughout the phased return period, ensured support was available and everyone was fully informed of progress
• A further conference call, as full-time hours approached, gave everyone the opportunity to raise any concerns, explore potential solutions and ensure both Daniel and his employer were satisfied with how things were going.
• Four months after his initial absence, Daniel was back working full-time.

Supporting  employees with a cardiac condition 

Here are some points to consider, and questions to ask when an employee returns to work following a cardiac condition.

Is the employee required to drive to undertake their role? 

The DVLA have specific guidance dependent on the type of driving licence required, the medical treatment received and the outcome of this treatment.

Does the employee carry out a sedentary desk-based office role or predominantly heavy, manual tasks? 

Zurich recommends discussing occupational health assessments with the employee’s GP, cardiologist or cardiac rehabilitation team. These assessments speak to  fitness to undertake the role, as well as  any suitable adjustments that might be needed for an individual to fully to participate in a physically demanding role – for example, where heavy lifting is required.

It is natural for an employee to feel apprehensive about returning to work following any significant medical diagnosis. 

Most people, however, can return to work following myocardial infarction. A supported, phased return-to-work can help relieve concerns and make the process easier for the individual, increasing success and sustainability.

Encouraging colleagues to think and talk about their relationship with alcohol within the workplace is a challenge we are now addressing.  Colleagues are struggling alone due to the stigma that surrounds alcohol, which is impacting on their mental health and work productivity. With the support of Alcohol Change UK, we have delivered Mindful Drinking talks to many colleagues and specific training for wellbeing champions to provide them with the confidence to bring alcohol conversations up and support colleagues with the advice to reduce alcohol consumption where they may be in a high risk category.

The feedback we have received from colleagues has been overwhelming, with many now having open conversations with their team about alcohol. We have since set up a weekly group to meet and talk and share their experiences and several colleagues are now alcohol free or are moderating. We are also developing better online information to help both colleagues and team leaders with mindful drinking and raising awareness of the risks of drinking above the recommended 14 units a week and have directly links to the Alcohol Change UK website.

Just a snippet of the feedback which you may also want to use:

• It’s the first time I’ve been aware of anything like this – I’m sure there will be lot of people like me, either just starting to feel they don’t like their drinking
• I’ve already had a team member emailing saying they are going to look to reduce their drinking.
• It’s so good that you are bringing these conversations out into the open as so much stigma around alcohol and the problems it can cause as it is so normalised to drink and so many people struggle in silence.
• I am a single mum. 6 nights alone a week I definitely see a ‘social’ life which is connected to alcohol alone or with friends.
• I can resonate 100% and know I need to reduce my intake.
• I have wine everyday, I have tried to cut down, but found it very hard.
• I am trying to make a conscious effort to cut back on alcohol. I am finally seeing a change in my drinking habits.
• I drink two bottles of wine most evenings and more at the weekends
• This has led to a good discussion with a colleague about our relationship with alcohol
• I hope, based on the interest generated, that this isn't the last that we hear of this important topic and I look forward to seeing the path this now takes in developing further.

The above is a direct quote from Faye. You could also link to Faye’s piece on the ACUK website: Faye's story: Talking about alcohol at work | Alcohol Change UK