19 / 06 / 2015
In 2012/13 the trust’s absence stood at 6.2 per cent, with a culture of managers who were often reluctant to tackle sickness absence in a proactive manner. When reviewed, it was recognised that there was a lack of staff and management engagement. There were also limited options for early intervention strategies for staff to maintain and improve their general wellness.
The trust now has an absence rate of 4.2 per cent having implemented its employee health and wellbeing strategy. Read the full case study to find out more.