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HR Director - Inclusivity and consistency of health and wellbeing provision

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Recent research* shows that most businesses provide employee support for serious health and wellbeing issues on a one-off basis – rather than having a formal, pre-arranged system of support in place. This might seem the right thing to do as everyone’s different, but employers that do so may find that it’s expensive, inefficient and inconsistent.

Employees with a serious health concern, such as cancer for example, may have needs which require a range of support. This might include access to counselling, rehabilitation, financial support, practical advice about adjustments to their home, and how to arrange and manage time off work. This can be complicated for employers to navigate.

The research highlights the most common ways employers support specific health and wellbeing issues:

Bereavement: 52% have supported an employee dealing with bereavement on a case-by- case basis, and 12% have funded one-off emotional support themselves.
> Serious illness: 43% of employers have supported an employee diagnosed or dealing with a serious illness on a case-by-case basis, and 11% have funded one-off emotional support themselves.

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