Dominic Howard looks at what considerations advisers need to make as the ageing workforce quickly matures
"Musculoskeletal issues, such as back pain, shoulder, hip and knee arthritis, result in surgical interventions and prolonged illness and recovery from surgery," Mr Natali says. "Rapid access to care and treatment strategies together with augmented return to work programmes will result in maintenance of an effective workforce."
Mr Natali adds that these issues will need to be confronted. "Overall, the ageing workforce presents a whole new spectrum of disease management strategies, away from the acute illnesses of young to the management of chronic illnesses," he warns. "Older employees bring the experience of age, and the implementation of prompt, specific healthcare will enable an employer to optimize effectiveness and reduce sickness impact," he says.
At the same time, it will be crucial to consider other health issues too. As we age, our chances of heart disease, strokes and cancers increase. These are the classic diseases of age.
Dr Robert Kelly, a consultant cardiologist at the Beacon Hospital in Dublin argues that by taking a proactive and preventative approach throughout the working life of staff, employers can reduce their exposure to these problems. The alternative, a reactive approach that waits for a heart attack or stroke to occur and then focuses on recovery, is less attractive.
"The challenge is to remain healthy and well: work and life are the same continuum and provide equal opportunities for everyone to minimise the risk of ill health. But the workplace is too full of barriers such as lack of exercise, poor diet and excess alcohol intake at business meetings, and the stress of work pressures and long hours," Dr Kelly argues.
"However, there are abundant opportunities to improve the health of the work environment, including group wellness programmes, access to health awareness, education, and resources, and occupational health for cancer, heart and stroke health screening. Staff can be supported through HR departments, as well as with leadership from senior management, with a range of services available from health insurers and providers."
While this support would hold true for all ages, there simply have to be changes in the workplace tailored for the older worker. Naturally, as managers and supervisors understand more about age-related issues, there will be a move to reform working practices, both in terms of the physical job and its hours and flexibility. But it is in healthcare that most of the change will come: in particular with employee benefits.
The insurance group Aviva, one of Best Doctors' partners, warns that too few businesses have plans in place to take account of an ageing workforce in this context. Its research shows that only 42% of large businesses have plans in place should employees retire later, with the figure dropping to 14% among SMEs.
Flexible benefits packages
The solution, for employers with ageing workforces, should be flexible benefits packages that offer a range of products from which the employee can choose according to their needs at their particular time of their life.
The challenge is to remain healthy and well: work and life are the same continuum and provide equal opportunities for everyone to minimise the risk of ill health. But the work place is too full of barriers such as lack of exercise, poor diet and excess alcohol intake at business meetings, and the stress of work pressures and long hours.
There is clearly a large market waiting to be tapped once the scale of demographic change becomes more widely known and accepted. Aviva's data shows that the majority of businesses (52%) do not have any plans to introduce flexible workplace benefits because of an ageing workforce - rising to as high as 60% among medium-sized businesses.
That must change. Health and wellness initiatives are a benefit to all employees, but the greatest benefit will be to older workers, who are more likely to be actively in need of such benefits. These benefits may also cover the employee's partner.
Introducing new benefits and support will impose a burden on employers. However, any reductions in the £26bn that the government estimates is lost to the economy through lost working days or lower productivity, will provide compensation.
And what about those over retirement age? Although there is an exemption under the Equality Act that allows businesses to cease offering benefits to employees at state retirement age, this will be a decision to consider carefully: healthy employees lead to a happier and more productive workplace.
The bottom line is that next time you walk into an office and observe rather more aged complexions, consider them as the vanguard of a new norm, and a potential source of lots of new business.
Dominic Howard is Europe director at Best Doctors
