Why do you need Occupational Health Services ?

A well-administered occupational health service will deliver the following benefits: Compliance with health and safety legislation - reducing the risk of litigation Lower costs - saving you the expense of unnecessary sickness absence and claims against your private medical insurance, permanent health insurance, employer’s liability insurance and pension fund Increased staff retention - saving you time and effort recruiting, retaining and training staff Improved productivity – with reduced and managed sickness absence, staff are more efficient and there is reduced pressure on ‘non sick’ staff • With sickness and absenteeism costing British business over £11.6 billion each year, according to the Confederation of British Industry, it is not surprising that more and more organisations are taking action to control costs such as: Long term sickness absence Work related ill health or injury Non work related absenteeism High staff turnover Increased litigation costs regarding health and injury Higher insurance premiums Direct and indirect costs and impact of sickness absence on productivity, efficiency and co-workers • Most organisations aim to promote and maintain a healthy workforce, but there are times when a referral to a Specialist Occupational Health Practitioner is essential to support the management of sickness absenteeism or the identification of work-related health problems. Unfortunately employees are individuals and not 'one solution' fits all. Chantry Health treats employees and their employers as individuals & finds a solution to fit their unique situation Each year 2 million people suffer from illness they think is work related (HSE statistics for 2004/5) and there are still several thousand people dying every year from past work exposure. • Chantry can assist you, where, in the case of an employee’s sickness absence or deteriorating performance, and the need to comply with the Equality Act 2010, when you need to know: • If there is an underlying medical condition • Whether sickness absence is likely to improve • When the employee is likely to be fit to return to work • If there are any health and safety issues • If there are any recommended work restrictions and their duration • If a further review or referral is recommended and by whom • If reasonable adjustments are required and for how long • If the case is reportable under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR)