Stress-related disability rising: Workplace intervention is crucial

A direct correlation has been found between South Africa’s economic health and disability claims. This poses a high risk for employers, for employees and for the South African economy.

The recent drop in business confidence, and the clear lack of direction thereof, reflects ongoing business uncertainty - a recurring theme in the aftermath of the recent recession. In this uncertain business environment, managers are focusing on the impact of macro factors affecting their businesses, often overlooking a major associated business risk: the impact of poor economic prospects on the health of their employees and the potential impact thereof on the businesses.

Understanding the correlation

Momentum’s group insurance and FundsAtWork umbrella fund data reveals a direct correlation between South Africa’s economic health and disability claims. The common underlying causes are associated with stress, burnout and psychosomatic conditions.

While more research is needed to understand the relationship between macroeconomic prospects and health, anecdotal evidence clearly shows a spike in disability claims during times of uncertainty. This could be attributed to stress-related conditions, as a result of financial problems, employees’ inability to keep up with increased work demands and sales targets, and their concerns about job security.

Employees in industries with aggressive performance targets like the financial sector, the manufacturing sector and call centres appear to be most prone. And the problem is getting worse. Alarmingly, the average age of people becoming disabled is steadily declining.

Simple solutions

There are no simple answers, but taking a holistic approach to employee health and well-being, encompassing risk mitigation strategies for employers, appears to be the most effective solution. This requires the development of systems and processes that foster a close relationship among all parties including employees, employers, insurers, service providers and employee assistance programmes. It ensures early distress detection and the effective implementation of intervention strategies that improve employees’ quality of life and mitigate the company’s risks.

In practice

Let’s say, for example, that an employee has been booked off by a treating specialist due to a psychiatric condition such as Major Depression, and the possibility of disability claim arises. The EB solutions provider should liaise with the treating specialist and – depending on the merits of the case - refer the employee for an independent functional capacity evaluation. Based on the outcome thereof, EB solutions provider should then liaise with the appropriate service provider, the employer and the employee regarding rehabilitation and possible future return to work or accommodation within the workplace.

Once vocational rehabilitation has been successful and the employee has returned to work, the EB solutions provider should continue to monitor the employee over a three-month period to ensure that he/she is coping at work. In addition, the EB solutions provider should consult with the employer’s Employee Assistance Programme to provide counselling and support to the employee within the workplace until such time that re-integration back to productive employment is successful.

Far-reaching benefits

This approach goes a long way in ensuring optimal management of an employee in the workplace and results in reduced risk of disability, absenteeism and claims. The maintenance of the psychological well-being of an employee enables the employee to remain a contributing, active and productive participant within the workplace and community at large – and that benefits everyone involved.