More than half (59 per cent) of business leaders say staff have had to take time off in the last year because they struggled to access public services, a poll by the Trade Union Congress (TUC) revealed.
The survey of more than 500 business leaders further explored the specific challenges faced by employees, finding that more than a third (35 per cent) had staff absent from work due to delays in receiving hospital treatment.
Additionally, a fifth (20 per cent) of leaders reported that staff had taken time off work to care for relatives because of inadequate adult social care, while 17 per cent had absences due to employees awaiting mental health care, and the same percentage reported absence tied to difficulties in securing suitable childcare.
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Other significant findings included 16 per cent of leaders reporting absence related to employees looking after a child with special educational needs, and 13 per cent due to workers awaiting work visa processing.
“There has been a chronic lack of investment in public services and public infrastructure and this is exacerbated by a recruitment and retention crisis in the sector,” Liz Sebag-Montefiore, director and co-founder of 10Eighty, told People Management, further highlighting that losing staff due to these problems can have a “huge impact” on business and the economy.
“For working people, it’s stressful when they can’t get treatment or services, and that affects their performance, morale and mental health,” she added. “Smaller employers can’t afford private health insurance and productivity suffers when they have to tackle ongoing and repeated staff absences.”
When asked which improvements to public services would most benefit their organisations, the majority (69 per cent) of business leaders highlighted the need for greater NHS capacity to ensure faster access to medical treatments.
In addition, two thirds (66 per cent) cited a desire for better-quality schools to equip school leavers with a high standard of relevant basic skills, and a similar portion (65 per cent) mentioned more extensive public transport networks with frequent services.
Furthermore, three in five (60 per cent) of leaders indicated that greater availability of affordable childcare for working parents would have a positive impact.
Reflecting these findings, TUC called on the government to establish a public sector workforce commision and introduce fair pay structures for public sector employees, noting that four fifths (81 per cent) of those surveyed agreed high quality public services are critical.
Supporting workers
However, experts advise that HR can also play a role in supporting workers who are struggling to access public services. Kathleen McAdams, director of Albany HR, told People Management: “Employers can help those awaiting hospital treatment by providing private healthcare, or a healthcare plan that allows discounted rates for some treatments.”
McAdams also advised them to offer EAPs or cash healthcare plans which allow employees to access doctors more readily by phone or online. “These can be relatively low cost to employers when compared to private healthcare,” she added.
Lisa Seagroatt, founder of HR Fit for Purpose, told People Management that offering flexible working or paid carers’ leave could be options for some employers.
However, for employers where it may be more difficult to offer flexibility, she suggested: “In my experience, where support options are limited or running out then the best way you can help as an employer is to encourage discussion with the employee around working through the problem together.”
Similarly, Sebag-Montefiore said good employers are “responsive and sensitive” to when staff are struggling with these issues, which can affect employees at all levels, as well as offering flexible options and signposting available support.
“A supportive and compassionate working environment shows staff and customers that you are a good employer,” she added.
For more on making flexible working a success in your organisation, see the CIPD’s guide
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