Event Details

Key Speakers

	Dr Bill Gunnyeon CBE, Director of Health, Work and Well-being and Chief Medical Advisor, Department for Work and Pensions
	Graeme Henderson, Head of Health and Work, Health Improvement and Protection Directorate, Department of Health
	Su Wang, Former Group Head of Health, Royal Mail Group
	Steven Sumner OBE, National Health and Safety Policy Adviser, Local Government Employers

Overview

In the UK sickness absenteeism results in 172 million lost working days every year and costs businesses around £13bn annually. Whilst economically damaging, sickness absence can also have a negative social effect encouraging more people into social exclusion and poverty.

Seeking to create healthier workforces and workplaces and increase opportunities for employment, the previous Government sought to overcome the restrictive nature of the ‘sick-note’ and the culture surrounding it. In April 2010 the ‘sick-note’ was replaced with a ‘fit-note’, actively shifting the focus from what an employee cannot do to what they can do.

Flexible working can further contribute towards creating a healthy workforce and workplace, reducing absenteeism rates whilst improving employee productivity and promoting a better work-life balance known to foster good health and well-being. Acknowledging both the social and business benefits derived from flexible working, the Government has committed to extending the right to request flexible working to all employees and consulting with business on how best to do so.

This symposium offers a timely opportunity for employers, HR/occupational health professionals and other stakeholders to examine how to shape a healthier workforce and more efficient workplace through tackling sickness absenteeism and integrating flexible working into the workplace.

Delegates will:

• Explore innovative solutions in tackling sickness absenteeism in their workplace
• Assess the impact of the electronic ‘fit-note’ and how best to work with GP’s
• Consider the business and social case for flexible working
• Examine how to integrate flexible working and promote a better work-life balance in their workplace

Programme

Who Should Attend?

• HR Professionals
• Occupational Health Professionals
• Organisational Development Professionals
• DWP
• Department for Education
• JobcentrePlus & other Central Government Departments/Agencies
• Health & Safety Managers
• Training Managers
• Recruitment Professionals
• Employment Training/Skills Organisations
• Equal Opportunities Officers
• Equality, Diversity & Human Rights Practitioners
• Disability Practitioners
• Employee Relations Advisers
• Legal Advisers
• Campaigning Organisations
• NHS Employers
• Local Authority Officers & Councillors
• Private Sectors Employers
• Public Sector Employers,
• Small Business Owners
• Regulatory Bodies
• Citizen’s Advice & Third Sector Practitioners
• Trade Union Representatives
• Mental Health Practitioners
• Social Workers & Social Services Officers
• Welfare Rights Organisations
• Academics & Researchers

“ Employers tell us that managing sickness absence can be a challenge. This is compounded by a 'sick note' system that makes sickness absence a black and white issue - either you are unfit for work or you are not.” “We recognise how important it is to help people who are sick to stay in work or get back to work quickly - the new fit note will help do just that. ”
— Work & Pensions Minister, May 2009

“ Our aspiration is for the UK to become the leading economy for 21st century flexible working practices, supporting sustainable economic growth through improved work-home balance. We strongly believe that as well as a powerful social case there are clear business benefits for flexible working across different sectors, job levels and size of organisation. There is a wealth of evidence to support this, and the recession has created a climate where there is an even stronger appetite for flexible working. Businesses will benefit from a wider talent pool and better practices which have been found to increase productivity. When employers are recruiting or re-organising their businesses they can look for people with the right skills and aptitude without being limited by historic work patterns. But we need to ensure that more employers see the business benefits, and importantly are supported to make flexible working a part of their business… ”
— ‘Flexible Working: working for families, working for business - A report by the Family Friendly Working Hours Taskforce’, March 2010