Corporate Healthcare FAQs
Is there any proof that investing in employee wellness works?
A recent study by BUPA found that 60% of people said if they felt happy at work, they would be more productive, and over half would feel more focused. Another by Sheffield Hallam University found that for every £1 invested in wellbeing there’s a £3 return in improved efficiency and productivity. But financial return on investment isn’t the only benefit you’ll see when you focus on employee wellbeing.
Happy, healthy employees are more likely to stay with you longer, so you don’t have to spend so much time recruiting and training. It also raises your profile as a great employer, and great employers tend attract the highest calibre of personnel. Although these benefits are difficult to quantify in financial terms, they’re benefits nonetheless. Finding new and innovative ways to improve employee retention will always pay off.
How are you set apart from mainstream occupational health providers?
Obviously each provider has a unique offering but in our case we aim to take a compassionate approach which benefits all parties concerned. We believe that health and happiness are natural states for human beings, but one we often deviate from as we move from childhood into adulthood. There are lots of reasons why this happens, and each person has their own story. Where long term sickness absence has been a problem, our personal programmes enable us to get to the root cause of what’s really going on, and quickly find a solution.
Our background as Healthcare Practitioners means that we can easily offer both group training and individual programmes according to your needs. We’re a very innovative company, continually coming up with new ideas and where we’d like to try these out, we offer a Partnership Rate which is heavily discounted in return for testimonials and feedback.
What kinds of companies or employees do you work with?
We mainly work with office based staff from companies of all sizes from sole traders up to large multinationals. However, we appreciate that there’s a need for our services in other settings so we’re always willing to offer a free Strategy Session to explore where else we can potentially help. If we feel our offering cannot be made suitable for you for any reason, we’ll try and suggest other places to look.
What do you cover on your workshops?
Our workshops aim to inspire each person to take 100% responsibility for their own health and all the decisions that come with it. We always teach from a naturopathic perspective, helping delegates to appreciate how their bodies work and take the best care of themselves in both health and illness. Our core modules include blood sugar balancing for weight loss and energy, and seasonal wellbeing. We can also train staff how to treat minor ailments at home using herbs or kitchen ingredients, which should mean less time off for dependents and a really unique employee benefit.
Can you give us basic training in the safety and benefits of using the Aromatherapy Diffusers in our offices?
Yes. We can provide guides for you and our Aromatherapists will happily answer any additional questions.
Do you do the usual medical tests like blood pressure, urine testing and cholesterol testing?
We can do blood pressure checks, urinalysis screening as your GP would, and offer a wide range of comprehensive medical tests, but we don’t currently offer cholesterol testing for various reasons.
How can you help with absence management specifically?
In our experience, when someone has a problem with sickness absence, there’s usually at least a perceived problem or misalignment in the workplace. There may be genuine issues at work or something more personal going on, but either way their body is simply getting them out of a situation they don’t wish to be in. This is all done subconsciously, so very often they may not even be aware of the psycho-emotional aspects to their illness. Of course there are usually other issues with diet, lifestyle etc which we look at too, but the cause is usually psycho-emotional.
Let’s say for example you have an Accountant working for you who was actually pushed into that role by well-meaning parents who thought accountancy would be the best career path for them. The problem is they hate accountancy and they’ve always wanted to be a Nurse. As time goes on they become more aware that they’re not doing what they feel they were meant to do. Through no fault of your own, you have a misaligned, unmotivated employee who’s never going to be happy working for you as an Accountant. Not only are they unhappy, their sickness absence is causing you serious problems too, which most employers would manage by taking disciplinary action. Ultimately that would cost a great deal in time, money, and stress for all concerned and not serve the employee as they’d most likely end up in another accountancy role with someone else.
Psycho-emotional reasons behind illness are one of many areas we explore in our Individual programmes, and as an independent provider we can be more objective. Our approach in this scenario would be to help empower this individual to find their vocation and take steps towards it. To us this is a kinder, more compassionate way of working and one where everybody wins.
Who pays for your Individual Programmes?
In each case we advise that the individual pays for the programme for various reasons. The main one being that financial investment ensures the commitment required to get maximum benefit from the programme. The programmes can involve considerable effort in some cases, and the more commitment, the better the results. Also, it may be that during the programme some employees realise that a career change is in order, in which case you don’t risk investing in employees who subsequently move on. However some employers may wish to help subsidise programmes for certain individuals as an added employee benefit.
How do you maintain confidentiality on Individual Programmes when an employer subsidises them?
Patient confidentiality is always respected unless there are very exceptional circumstances. Where this is the case, we only speak to those who are in a position to help, eg, police, social services, or a person’s GP, and not to the employer.
Where there appears to be a genuine management issue which is affecting the health of more than one person, feedback will be given generically and some time after the programmes are completed.
When programmes are subsidised, do you tell us which employees you're working with?
Where this is the case, we both need to make it clear to the employee that their name only will be given to you as being a participant on a subsidised programme. This means that you as an employer have complete transparency as to where your funding is being spend but you can only confirm with the employee that they’re on the programme. No other information about the programme should be asked either of the practitioner or employee concerned.
If an employee wishes their programme to be completely confidential so that even you as an employer are unaware, they need to completely self fund it.
How Can I Find Out More Without Having To Pay You?
You can book a free Strategy Session where we get to know each other and start to understand where the real problems lie. If you’re local to us in the West Midlands, we can come and see you for that, otherwise we can work by Skype or over the phone. After your Strategy Session we’ll send you a personalised Action Plan with suggested solutions for both quick wins and longer term improvements.