Promoting Health and Well-Being at Work
Policies to promote employee health and well-being not only protect from occupational risks, but also provide benefits for individuals and employers. Unhealthy lifestyles, characterised by high levels of stress, sedentary behaviour and poor eating habits, affect the health of employees and negativel...
| Autor principal: | |
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| Autor Corporativo: | |
| Formato: | Libro electrónico |
| Idioma: | Inglés |
| Publicado: |
Paris :
Organization for Economic Cooperation & Development
2022.
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| Edición: | 1st ed |
| Materias: | |
| Ver en Biblioteca Universitat Ramon Llull: | https://discovery.url.edu/permalink/34CSUC_URL/1im36ta/alma991009707509506719 |
Tabla de Contenidos:
- Intro
- Foreword
- Acknowledgements
- Abbreviations and acronyms
- Executive summary
- 1 Promoting health, healthy lifestyles, and well-being at work
- 1.1. Introduction
- 1.2. Population ageing and chronic diseases, including mental health conditions, affect the health and the productivity of workers
- 1.2.1. The nature of work can have a profound effect on health
- 1.2.2. Unhealthy lifestyles and NCDs are widespread in the working-age population
- 1.2.3. Unhealthy lifestyles and NCDs are related to negative labour market outcomes
- 1.3. Workplaces offer opportunities for promoting healthy lifestyles and preventing chronic diseases and mental health disorders
- 1.4. Governments have many policy levers to promote health and well-being through the workplace
- 1.5. Regulations set a minimum standard for specific health issues at work
- 1.6. Financial incentives help employers promote health through work
- 1.7. Dissemination of information and guidance increases awareness and lowers barriers for employers to implement best practices
- 1.8. Certification and award schemes incentivise employers to support health and well-being of the workers
- 1.9. Companies that promote employee health and well-being are likely to attract growing interest from investors that prioritise environmental, social and governance (ESG) aspects
- 1.10. Conclusion
- References
- Note
- 2 Health and well-being of the workforce
- 2.1. Introduction
- 2.2. How does the nature of work affect the relationship between work and health?
- 2.3. What is the share of people exposed to risk factors for chronic diseases in the working-age population?
- 2.4. What is the share of people experiencing physical or mental health conditions in the working-age population?
- 2.5. What is the burden of disability from chronic diseases in the working-age population?.
- 2.6. What are the effects of unhealthy lifestyles, poor health and poor well-being on workforce participation and productivity?
- 2.6.1. Summary of findings
- 2.6.2. Obesity
- 2.6.3. Smoking
- 2.6.4. Harmful alcohol use
- 2.6.5. Diabetes
- 2.6.6. Cancer
- 2.6.7. Cardiovascular diseases
- 2.6.8. Mental health conditions
- 2.6.9. Musculoskeletal disorders (MSD)
- 2.7. Conclusion
- References
- Annex 2.A. Supplementary files
- Estimating the health care expenditures related to NCDs treatment in people aged 20-64
- 3 Workplace-based programmes to promote health and well-being
- 3.1. Introduction
- 3.2. Why health and well-being programmes at the workplace are needed?
- 3.3. What are the motivations for employers to implement and invest in WHWP for their employees?
- 3.3.1. Employers can lower health care costs and productivity losses by implementing WHWP
- 3.3.2. Companies implementing health and well-being programmes are viewed as attractive and responsible employers
- 3.3.3. Companies implementing health and well-being programmes can increase employee's satisfaction and motivation for work
- 3.3.4. External support programmes led by governments or health insurance companies can boost employers' motivation
- 3.4. What is the size of the potential target population?
- 3.5. What type of health and well-being programmes do companies implement?
- 3.5.1. Addressing occupational risk factors
- 3.5.2. Making lifestyles healthier
- 3.5.3. A variety of levers for behavioural change can be used to improve health and well-being of employees
- 3.6. Conclusion
- References
- Notes
- 4 Government policies to promote health and well-being at work: An analysis of ten OECD countries
- 4.1. Introduction.
- 4.2. Labour and workplace legislation and health system characteristics set the foundation for the range of policy levers available to governments to promote health at work
- 4.3. Workplace regulations set minimum standards on employers' responsibilities to ensure health and safety in the workplace
- 4.3.1. Working hour regulations to prevent excessively long working hours that can be detrimental to health are widespread
- 4.3.2. Countries rarely place requirements for health check-ups of employees due to employee privacy concerns
- 4.3.3. All countries consider the regulation of smoking in workplaces to be an important public health measure
- 4.3.4. Countries tend to leave decisions on consumption of alcohol to employers except in specific high-risk sectors
- 4.4. Paid sick leave and return-to-work regulation play an indispensable role in preventing ill-health and health promotion at the workplace
- 4.4.1. Requirements for employers to provide paid sick leave could be strengthened to create stronger incentives for employers to prevent ill-health among their employees
- 4.4.2. Regulations often place obligations on employers to promote timely return-to-work including to make accommodations and develop return-to-work plans
- 4.5. Financial incentives can encourage employers to go beyond minimum standards by actively promoting health and well-being
- 4.5.1. Insurance-based incentives vary in scope and form depending on legal and policy contexts
- 4.5.2. Tax credits are used in a select number of countries
- 4.5.3. Subsidies are used in a targeted manner and often to support SMEs
- 4.6. Governments play an important role in facilitating best practices by disseminating information, tools and guidelines working with other stakeholders
- 4.7. Certification and award schemes can recognise employers prioritising health and well-being.
- 4.7.1. Well-implemented certification and award schemes can help to create reputational incentives for employers to promote employee health and well-being
- 4.7.2. Certification and award schemes can be associated with the disclosure of information on company-led programmes and health and well-being in the workplace
- 4.8. The public sector can lead by example by being an exemplary employer and promoting health and well-being in the workplace
- 4.9. Conclusion
- References
- Notes
- 5 Special focus on steering investment in companies that promote employee health and well-being
- 5.1. Introduction
- 5.2. Investors recognise the value of companies that prioritise the health and well-being of their employees
- 5.3. A lack of standardised information creates challenges for investors with an interest in companies that promote employee health and well-being
- 5.4. Governments - together with other stakeholders - are closing the gap by encouraging the disclosure of standardised information and indicators on health and well-being at the workplace
- 5.5. Other financing mechanisms, such as social impact bonds, are a tool for governments to raise finances dedicated to health promotion at the workplace
- 5.6. Conclusion
- References
- Notes.
