Barking, Havering & Redbridge University Hospitals NHS Trust


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Pledge:

H3. Health & Wellbeing Report

Committed since:

1 January, 2013

Delivery plan:

Submitted: 21 May, 2012

We currently employ 6805 employees on two main sites. As of March 2012, the sickness rate was 4.4 % with a turnover rate of 10.88. The main causes for absence that have been recorded are stress and musculoskeletal problems. The data is reported to the board on a bi monthly dashboard and actions are implemented to reduce the rates within the Divisions. The external website has some information on sickness for all employers and the internal intranet has comprehensive information on health and wellbeing and the programmes available for all employees. This information is under constant review and amendment. Barking, Havering and Redbridge University Hospitals NHS Trust (BHRUT Trust) is committed to managing and supporting employees to improve attendance where appropriate and reduce sickness absence in particular. Staff should feel confident that their health and well-being is a matter of importance to the Trust, and that any health issues will be handled sympathetically. The intention of Trust Policy is to provide clear guidance for all employees and for the Policy to be used in a supportive manner to help Improve Working Lives and business effectiveness rather than be seen as a punitive tool. The Trust uses the Bradford Formula to measure absence. This produces a points score for each person, based on their absence records but weighted so it gives more prominence to frequent short periods of absence. (Short, frequent and unplanned absences are generally more disruptive than longer absences). These Bradford Scores are calculated by the Human Resources Department for all employees via the Electronic Staff Records (ESR) System and sent out to managers on a regular basis. Managers are then required to monitor the scores for their teams and take the appropriate action when the Bradford Score reaches a certain level or trigger point. The Trust will support staff that are unable to be at work and the Occupational Health and Wellbeing Service will assess and make recommendations for any necessary adjustments. This service has a strong focus on the wellbeing of employees and aims to support all staff to remain at work without the negativity of encouraging presenteeism. For long-term sickness cases case management is crucial and undertaken by multidisciplinary teams.

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