This article was written by Adam Hadfield, Head of Clinical Governance at GoodShape.
Traditional Occupational Health (OH) services in the UK are failing to meet the needs of modern workforces, with significant implications for productivity, absenteeism, and long-term workforce sustainability. While OH has historically focused on reactive, compliance-driven models of care, emerging evidence suggests that this approach is no longer fit for purpose in a rapidly evolving workplace landscape.
Key failings of traditional OH
Reactive rather than preventative
Evidence shows that early intervention and proactive wellbeing strategies are more effective in reducing long-term sickness absence and supporting workforce resilience (Black, 2008). However, traditional OH models remain largely reactive—intervening only after a health issue has escalated—rather than adopting a preventative, data-driven approach that could mitigate risks earlier.
Limited accessibility and engagement
Research indicates that traditional OH services often suffer from poor accessibility, particularly for lower-paid workers, shift workers, and remote employees. A review by the Society of Occupational Medicine (SOM, 2023) highlighted that fewer than 50% of UK employees have direct access to OH services, with engagement often hindered by bureaucratic referral processes and lengthy waiting times.
Failure to address psychosocial and chronic health conditions
With mental health conditions and chronic illnesses (e.g., musculoskeletal disorders, obesity, and cardiovascular disease) driving long-term absence, OH services must evolve beyond a singular focus on workplace injuries and statutory compliance. The Health and Safety Executive (HSE, 2023) reports that stress, depression, and anxiety account for 49% of all work-related ill health, yet many OH services lack the capacity to deliver holistic, multidisciplinary interventions.
Lack of integration with workforce data and wellbeing strategies
Despite the wealth of absence and workforce health data available, traditional OH models are rarely integrated into broader organisational strategies. Large-scale employer data suggests that a data-driven approach—leveraging real-time absence trends, predictive analytics, and targeted interventions—can significantly improve return-to-work rates and reduce presenteeism (GoodShape, 2023).
Workforce and funding challenges
The UK is facing a severe shortage of OH professionals, with the Faculty of Occupational Medicine (FOM, 2022) warning that the OH workforce is insufficient to meet current demand. Additionally, funding models remain fragmented, leaving many SMEs and public sector employers without adequate OH provision.
The path forward: A modernised OH approach
To remain relevant and effective, OH services must transition to a preventative, data-led, and integrated model that aligns with organisational health strategies. This includes:
- Embedding OH within broader workforce wellbeing initiatives to address mental and physical health holistically.
- Leveraging data analytics to predict and prevent health-related absences.
- Enhancing accessibility and engagement through digital and telehealth solutions.
- Integrating with NHS and public health initiatives to improve long-term health outcomes.
Employers who adopt a modern, proactive OH model will be better positioned to reduce absenteeism, enhance employee engagement, and drive sustainable workforce productivity in an increasingly complex health landscape.
To see how data-led Occupational Health can help your organisation improve employee wellbeing and reduce absence, request a GoodShape demo today.
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References
- Black, C. (2008). Working for a Healthier Tomorrow: Dame Carol Black’s Review of the Health of Britain’s Working Age Population. Department for Work and Pensions.
- Faculty of Occupational Medicine (FOM). (2022). The Future of Occupational Health in the UK: Workforce Strategy Report.
- GoodShape. (2023). The State of Workplace Absence in the UK: Insights from 1.4 Billion Data Points.
- Health and Safety Executive (HSE). (2023). Work-Related Stress, Anxiety, and Depression Statistics in Great Britain 2023.
- Society of Occupational Medicine (SOM). (2023). Occupational Health Service Provision in the UK: Current Gaps and Future Needs.
