How physical health impacts work and employer's profits

In today’s fast-paced work environment, the importance of maintaining good physical health cannot be overstated. Not only does it impact the wellbeing of employees, but it also significantly affects an employer's bottom line. This blog explores how physical health influences work productivity and profitability, with a special focus on women’s health needs. 

The Direct Link Between Physical Health and Work Performance

Physical health is the bedrock of overall wellbeing. When employees are physically healthy, they tend to be more productive, engaged, and present at work. Conversely, poor physical health can lead to absenteeism, presenteeism (being present at work but not fully functional), and higher healthcare costs. 

Absenteeism and Presenteeism 

Absenteeism refers to frequent or prolonged absences from work due to health issues. According to the Office for National Statistics, in the UK, the average worker took 4.4 days off due to sickness in 2021. This equates to millions of working days lost each year, translating into significant financial losses for businesses. 

Presenteeism, while less visible, is even more costly. A study by the Chartered Institute of Personnel and Development (CIPD) found that presenteeism can reduce productivity by as much as one-third. Employees might come to work despite being ill, but their performance suffers, leading to mistakes, lower output, and ultimately affecting the company’s profitability. 

Financial Implications for Employers

The financial implications of poor employee health are profound. The Health and Safety Executive (HSE) reported that work-related ill health cost UK businesses £16.2bn in 2019/2020. This includes costs related to lost productivity, replacement staffing, and healthcare expenditures.

Moreover, investing in employee health programs has shown a clear return on investment (ROI). According to a report by Deloitte, for every £1 spent on mental health interventions, employers get back £5 in reduced absence, presenteeism, and staff turnover. 

Johnson & Johnson’s wellness program, which includes physical health initiatives, resulted in a 34 per cent reduction in employee sick days. Over four years, the company saved £197 per employee per year.  

Whilst a study published in the Harvard Business Review found that companies investing in comprehensive health and wellness programs experienced an average of 3.27:1 return on investment. This means that for every pound invested, they saved £3.27 in reduced healthcare costs and improved productivity.

All of the companies we work with on our Women’s Health programmes have seen an increase in their PBT and our recent analysis showed that a company turning over £35m, with 300 employees (and the UK average of 47.6 per cent women employed) will see a return on investment of between £14.90 and £41.40 per £1 spent depending on the level of investment.  

Women’s Health: A Critical Aspect 

While general physical health is essential for all employees, addressing specific health needs of women in the workplace is crucial. Women’s health issues, such as menopause, conditions like endometriosis, baby loss and fertility as well as domestic violence and abuse have huge and unique implications on work performance and overall wellbeing.  The government Women’s Health Strategy acknowledges the impact of what we know as the ‘gender health gap’ on businesses and places emphasis on employers to support these needs. 

Menopause and Work 

Menopause typically affects women between the ages of 45 and 55 though one third of women going through their transition will be younger than this. Physical symptoms such as hot flashes, night sweats, fatigue, and aching limbs can significantly impact their work life. A survey by the CIPD revealed that nearly 60 per cent of working women aged 45-55 experiencing menopausal symptoms said it negatively impacted their work. 

"Menopause is still a taboo topic in many workplaces, but its impact on women’s work lives is significant and cannot be ignored." - Dr. Louise Newson, Menopause Specialist 

Endometriosis and Productivity 

Endometriosis is one of the most prevalent gynecological conditions that affects women - up to 10 per cent of women of reproductive age have a diagnosis of endometriosis and it take on average 7.5 years to reach that diagnosis.  We estimate that around 40 per cent of women will be struggling with symptoms of their periods.   Symptoms such as chronic pelvic pain, heavy and unpredictable menstrual bleeding, and fatigue, which can severely affect daily activities and job performance.

According to Endometriosis UK, women with this condition lose an average of 38 hours of productivity per month and the UK National Institute for Health and Care Excellence (NICE) estimates that endometriosis costs the UK economy £8.2bn annually in lost productivity.    

In a survey we carried out in 2021, 100 per cent of the women we support with their (extreme) period symptoms have taken avoidable days off because their workplaces didn’t or wouldn’t support their needs.  And it you think this doesn’t apply to your organisation because your stats don’t reflect that – most of the women surveryed didn’t feel comfortable giving the real reason for their absence, so they cited “migraine” or “tummy troubles”.   Plus, many organisations don’t actually have the capability of recording these issues; some HR teams we’ve worked with don’t even have the options of “period symptoms”, “domestic abuse” or “menopause” as options in their drop-down list for absence reporting. 

The Need for Appropriate Support 

Given the profound impact of physical health on work performance and profitability, it is imperative that employers provide appropriate support to their employees, particularly addressing women’s health needs. This support can take various forms, including: 

• Health and Wellness Programmes: Implementing comprehensive health and wellness programmes that cater to the specific needs of all employees, including those with conditions like endometriosis or who are going through the menopause. 
• Flexible Working Conditions: Offering flexible working hours or remote work options can help employees manage their health better without compromising productivity.
• Educational Workshops: Conducting workshops and training sessions to educate employees and managers about the importance of physical health and how to support colleagues experiencing women’s health issues.
• Starting the discussions: Free period products in the toilets, posters up to promote the support services/training workshops, articles in staff newsletters – all serve to challenge the taboo and start to banish the shame we feel about these issues and make your workplace a safer and more inclusive place to be for women. 

Work with Halcyon Women’s Health® 

Addressing physical health in the workplace, especially women’s health needs, is not just a moral imperative but a smart business strategy. By investing in employee health, employers can enhance productivity, reduce costs, and create a more inclusive and supportive work environment. 

At Halcyon Women’s Health®, we understand the unique health challenges women face and are here to help your organisation meet the government's new requirements for Menopause Action Plans (and beyond!). Our training and support packages are designed to provide comprehensive assistance, ensuring that your organisation can meet the forthcoming demands of the Women’s Health Strategy and that your employees receive the support they need to keep them happy, healthy and productive at work. 

Contact us today (0333 3582359 or email [email protected]) to learn more about our services and how we can help your business thrive by prioritising the health (in particular the women's health!) of your workforce.