Sickness-related absence costs UK employers over £500 per employee each year on average. Beyond the financial impact, poor health and unmanaged absence can affect employee wellbeing, team morale, and overall productivity.
One of the most effective ways to reduce the cost of sickness absence is through robust and supportive absence management. Clear attendance policies, consistent management practices, and access to a reliable occupational health provider are key components of an effective strategy.
A strong occupational health service can help organisations address health-related workplace challenges early, support employees back to work safely, and reduce long-term absence.
However, research commissioned by the Health and Safety Executive (HSE) highlights a significant gap in provision. Only 15% of UK organisations offer even basic occupational health support, and just 3% provide a comprehensive service.
This lack of access leaves many employers without the expertise needed to manage health-related absence effectively, increasing costs and negatively impacting both employees and the wider economy.
Occupational health (OH) is a specialist field of medicine focused on the relationship between work and health. It looks at how a person’s job affects their physical and mental wellbeing—and how health, in turn, affects their ability to work safely and effectively.
Occupational health supports areas such as employee fitness for work, performance, wellbeing, and workplace safety. The World Health Organization (WHO) defines the goal of occupational health as “promoting and maintaining the physical, mental, and social wellbeing of all workers.”
While occupational health overlaps with health and safety and workplace wellbeing initiatives, it is not the same thing. OH is a recognised, regulated medical discipline rather than a standalone wellness or compliance service.
Start by identifying occupational health providers that meet your basic operational needs. This initial shortlisting helps ensure the service will work smoothly within your organisation.
Key factors to consider include:
Think about the scale of service you require:
The right choice depends on your organisation’s size and structure. Smaller providers may struggle to support large or multi-site contracts, while smaller businesses can sometimes find large providers less flexible or overly impersonal.
Consider:
These factors affect staffing requirements, appointment availability, and response times.
Decide how referrals will be made:
Clarity here can significantly improve communication and turnaround times.
Determine whether you need onsite occupational health services:
Choosing the right delivery model ensures minimal disruption while meeting your operational needs.
Before choosing an occupational health provider, it’s important to be clear about what your organisation actually needs.
Start by identifying your top three priorities. Consider which health risks have the greatest impact on your business and whether these fall within the provider’s core areas of expertise.
Key questions to ask include:
Clearly defining your requirements upfront will help you select a provider that aligns with both your operational needs and compliance responsibilities.
Occupational health services vary widely and typically fall into three main categories:
Choosing the wrong type of provider—or the wrong provider altogether—can limit the value occupational health brings to your organisation and may ultimately increase costs rather than reduce them.
Ask each potential provider to respond in writing to your key requirements. This should include:
Meeting each provider at least once is essential, but meeting twice can be even more valuable. The lowest-cost option may not always be the best fit—you need a provider you can work with effectively.
Occupational health works best as a long-term partnership, so compatibility matters. Don’t hesitate to:
You’ll likely need to demonstrate the value of this investment internally, so make sure the provider can supply meaningful data that shows the service is both effective and cost-efficient.
Occupational health fees can vary widely depending on several factors, including:
The wide range of providers available means there is usually an option to suit most budgets—but cost should always be considered alongside quality and fit.
To receive realistic and comparable quotes, be prepared to share:
You should also ask for clear pricing on any additional charges, such as administration fees or costs linked to disbursements.
Occupational health benefits both employers and employees. It sits at the intersection of health and safety, wellbeing, mediation, and medico-legal support.
Because of this, it’s essential to choose a provider you trust and can communicate with openly. The right provider will act as a true partner, working collaboratively with you and your workforce to deliver the best possible outcomes—not just a list of services.
Looking for reliable occupational health support? Contact Essential Medicals today to discover practical, professional solutions that keep your employees healthy and your business running smoothly.
