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21st March 2025
Occupational health is essential for any organisation that prioritises the wellbeing of its employees. It’s about preventing work-related injuries and illnesses and promoting a safe work environment, as well as protecting employees’ physical and mental health. Effective occupational health management not only protects your workforce but also reduces costs associated with absenteeism.
This guide provides HR professionals with practical information and strategies to effectively manage occupational health at work. Sapphire HR is your trusted partner in HR solutions, committed to providing the support and resources you need to create a strong, healthy, and engaged team.
Effective occupational health policies recognise how work and health are interconnected and aim to foster safe and healthy working practices for everyone.
The main components of occupational health in the UK include:
The UK government’s Health and Safety Executive (HSE) is the body responsible for the enforcement of health and safety regulations within workplaces. The HSE plays a crucial role in investigating workplace accidents and incidents, taking legal action against employers who violate health and safety laws, and providing guidance and advice to help employers meet their obligations.
There is a comprehensive framework of health and safety regulations that employers are legally required to adhere to. These regulations address a wide range of workplace hazards and practices, including the likes of manual handling procedures, safe work-at-height practices, management of hazardous substances, and electrical safety standards.
Employees are afforded a range of legal rights aimed at ensuring fair treatment and protection in the workplace. These rights cover equal pay, protection from unlawful discrimination and harassment, and the right to a safe and healthy working environment. Furthermore, the law outlines rights concerning occupational health such as working time and rest breaks.
Employers have a legal duty to provide employees with general health and safety training upon induction and regularly thereafter. This covers basic principles, risk assessments, and safe working practices.
Some examples of risk-specific training include Display Screen Equipment (DSE) for office workers, asbestos awareness training for those operating in construction and first aid training to equip employees with the skills needed to respond to medical emergencies.
Formal training is now also available to help raise awareness of mental health issues and stress management.
As an HR professional, embracing a forward-thinking attitude towards occupational health offers significant benefits. By prioritising prevention and wellbeing, an organisation can achieve:
A healthier workforce experiences fewer work-related illnesses and injuries, leading to reduced sickness absences. Consequently, the business benefits from a more reliable workforce and therefore increased operational efficiencies.
Healthy employees are more likely to be engaged, focused, and productive. Proactive occupational health measures can improve morale, increase job satisfaction and enhancing employee loyalty.
A work environment with an effective occupational health programme in place contributes to higher employee retention rates, reducing the costs associated with recruitment and training. Organisations that prioritise occupational health benefit from enhanced reputation among employees, stakeholders, and the wider community.
Regardless of the industry or sector, every workplace presents potential risks and hazards that can impact employee wellbeing. From bustling construction sites to quiet office environments, it is essential to recognise that occupational health is a universal concern. Proactive hazard identification and risk management are fundamental to safeguarding occupational health at work.
Common types of workplace hazards include:
These include factors such as noise, vibration, extreme temperatures, and poor lighting. For example, in a factory setting, physical hazards might include loud machinery and slippery floors, while in an office, they could include poor lighting and trip hazards from cables.
These involve exposure to harmful substances in various forms, such as liquids, solids, gases, vapours, and fumes. Examples include cleaning products, solvents, dusts, and chemicals used in manufacturing processes.
These arise from exposure to living organisms or their byproducts that can cause harm or disease. Examples include bacteria, viruses, fungi, and bloodborne pathogens. Individuals working in sectors like healthcare, agriculture, and waste management are particularly susceptible to biological hazards.
These relate to the design of the workplace, equipment, and tasks in relation to the human body. Poor workstation design, repetitive motions, heavy lifting, and awkward postures can lead to musculoskeletal disorders. These can be an issue for office and factory workers.
These involve aspects of the work environment that can affect employees’ mental health and wellbeing. Examples include high workload, time pressure, lack of control, workplace bullying, and poor communication. Recognising and managing psychosocial hazards is increasingly important in creating a positive and supportive work culture.
As an HR professional, you are responsible for developing, implementing, and managing a robust occupational health programme.
The programme should encompass the following:
This may include pre-employment health assessments and periodic checks.
There are a number of ways that an HR department can contribute to the development of a successful occupational health programme and support employees on a day-to-day basis. These include:
On-site health screening for employees, such as blood pressure checks and cholesterol tests can help detect potential health issues early and promote preventative care, demonstrating a proactive commitment to employee wellbeing and empowering individuals to take control of their health.
Assessments of workstations can help identify and address potential musculoskeletal risks. This may involve providing ergonomic equipment, adjusting setups, and training employees on proper posture and techniques to avoid injury or repetitive strain.
It’s crucial to remember that the office environment has expanded beyond traditional walls. Ensuring remote workers have correct desk setups through ergonomic assessments is important as part of a proactive occupational health strategy and demonstrates a company’s commitment to employee wellbeing, regardless of location.
Implementing proactive stress management programmes is crucial for fostering a positive work environment. By providing access to counselling services and promoting flexible working arrangements, alongside initiatives like mindfulness workshops and stress awareness training, employers can effectively support employees with healthy work-life balance and stress reduction.
Many organisations now provide access to EAPs, which offer confidential counselling, support, and advice to employees facing personal or work-related challenges. EAPs can be a valuable resource for addressing mental health issues, substance abuse, and other concerns. They also often provide resources and support for financial or legal issues that may be impacting an employee’s mental wellbeing.
Mental Health First Aid training empowers individuals within a business to recognise, understand, and provide initial support to colleagues who may be experiencing mental health challenges, fostering a more supportive and aware workplace. This training not only equips employees with valuable skills but also contributes to a culture where mental health is prioritised, and stigma is reduced.
HR plays a pivotal role in fostering a culture of positive occupational health and awareness. Beyond traditional administrative duties, HR professionals are essential in supporting employees facing health concerns, ensuring legal compliance, and driving proactive health initiatives.
A core responsibility of an HR function lies in creating a supportive environment where employees feel comfortable disclosing health issues.
This involves implementing clear policies on sickness absence, reasonable adjustments, and return-to-work procedures. HR acts as a crucial liaison, connecting employees with occupational health services, facilitating communication between managers and medical professionals, and ensuring confidentiality.
By providing empathetic and practical support, HR professionals can significantly reduce an employee’s stress and anxiety associated with health-related challenges.
To gauge what occupational health resources and services are required for a business, an HR function should be analysing and tracking metrics. Absenteeism rates, accident statistics, and employee feedback provide valuable insights into the effectiveness of existing policies and identify areas for improvement. Regular monitoring allows for early detection of potential health risks and enables proactive interventions. For example, a spike in stress-related absences might indicate the need for stress management training or a review of workload distribution.
To stay current in occupational health, HR professionals should actively utilise reputable online resources like the HSE and CIPD, engaging in continuous learning through webinars, conferences, and certifications.
By regularly reviewing legislation, monitoring best practice guidelines, and conducting policy reviews, HR professionals can ensure compliance.
Finally, gathering employee feedback through surveys and open communication provides crucial insights into workplace health trends.
By combining these approaches, HR can effectively stay informed and create a healthier, more supportive work environment.
Navigating the complexities of occupational health at work requires a strategic and proactive approach. At Sapphire HR, we understand the critical role HR plays in fostering a safe and healthy workplace.
Our comprehensive HR solutions, tailored to UK businesses, provide the expertise and support needed to implement effective occupational health programmes. From developing robust policies and procedures to delivering impactful training, we’re here to empower you to create a culture of wellbeing.
We can support you in implementing initiatives that promote employee engagement and reduce absenteeism, while ensuring ongoing compliance with changing legislation. By partnering with us, you can confidently build a thriving workforce where employee health and business success go hand in hand.
Contact us to discuss your occupational health requirements in more detail.
Here to Help, Not Replace Experts:
The information contained in this blog presented for general informational purposes only. While we strive to provide accurate and up-to-date content, legal and HR practices can evolve rapidly. This blog is not a substitute for professional advice.
For specific questions or concerns regarding your unique situation, we highly recommend taking professional advice and booking a consultation with a Sapphire HR Consultant. Our consultants are experts in the field and can provide tailored guidance to address your specific needs.
We aim to work truly in partnership with our client organisations and to develop a high-quality, competent HR Service for all clients, the HR Provider that they can rely on and who gets to understand the culture and vision of your business.
