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<\/p>\n\nA company can\u2019t run on two-thirds of its workforce. Unfortunately, due to disability related leaves, some companies are forced to do that. A recent study conducted by The Standard showed that one employee, on average, could spend as many as 112 days a year away from work on disability leave due to mental health conditions. Employees with chronic conditions are out of work an average of 64 days a year, and the average leave time for all types of disability claims isn\u2019t much shorter \u2014 59 days.<\/p>\n
\nAlthough these numbers don\u2019t look promising for employers, there is a clear solution: a strong absence and disability management program. As a benefits broker, you have both an opportunity and a responsibility to advise human resource decision-makers about programs that improve employee attendance and bring them back to work. By doing so, you\u2019re helping employers be fundamentally more productive.<\/p>\n
\nDisability and absence are often invisible drains on productivity and overall workforce performance, in the sense that employees who are out of work on disability can quickly turn \u201cout of sight, out of mind\u201d for employers. The Standard\u2019s Absence and Disability Readiness Index states that only one in four employers view their companies as leaders when it comes to managing employee absence and disability. At the same time, nearly two-thirds of employers (64%) scored a C, D or F in workplace disability management.<\/p>\n
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\nThese are sobering statistics for employers facing an increasingly employee-driven job market. In addition to lost time and productivity, organizations that fail to address absence and disability needs jeopardize their own ability to retain valuable talent. In a competitive economic landscape, employees will increasingly look to employers with robust benefits programs that address their needs.<\/p>\n
\nWhen thinking about the factors that cause extended employee absences, employers should consider the wide range of temporary and chronic conditions that can trigger a disability leave, such as mental health conditions, drug addiction, illness, injuries or musculoskeletal conditions. The impact of disabilities on employee absence quickly adds up \u2014 six in 10 U.S. companies report having job openings that remain vacant for 12 weeks or longer per year. Taken together, these productivity losses and job vacancies quickly become expensive for employers as well.<\/p>\n
\nThe Standard\u2019s research also found organizations that proactively address employee absence and disability report better success managing these challenges. Having programs in place that support both absence and disability needs can help with accommodations and have a positive effect on employee engagement. Of employers with formal programs, 32% reported improved employee productivity, 36% had improved workplace morale and 40% indicated better employee retention.<\/p>\n
\nIn addition to the economic advantage they provide, absence and disability management programs offer a wide array of supplementary benefits:<\/p>\n
\nMost employers agree: When disability prevents an employee from working, the goal is to bring them back as quickly as possible. Despite this, fewer than half of the employers in our study had formal return-to-work and stay-at-work strategies in place.<\/p>\n
\nA strong benefits program, with consultants who work alongside clients to coordinate return-to-work plans, can greatly improve the employee leave process. This support can take many forms, including monitoring employee progress, providing worksite modifications, addressing emotional and behavioral needs, and coordination between benefits.<\/p>\n
\nWithout a strong absence and disability program in place, providing employees with the appropriate resources can turn into a difficult guessing game. HR decision-makers are often left to accommodate their employees alone, causing delays in the return-to-work process or preventing stay-at-work success. A competent disability carrier can help HR managers create the right provisions for employees in need. <\/p>\n
\nDue to changing regulations, complying with the Americans with Disabilities Act has presented a real challenge for employers. Our research found that 61% of employers agreed that changing disability laws and guidelines make it difficult to properly support employees.<\/p>\n
\nAlthough disability carriers do not replace the employer\u2019s legal responsibility to comply with the ADA, they can still provide valuable assistance. Disability consultants can provide expertise and help clients determine reasonable accommodations that meet their employees\u2019 needs while still complying with ADA regulations.<\/p>\n
\nThe facts are clear: Employers that ignore absence and disability management programs do so at their own economic risk. As a benefits broker, your role in this changing economic landscape can be the solution organizations desperately need by offering expert counsel to HR managers struggling to keep up.<\/p>\n
\nArmed with the knowledge that strong disability programs improve employee productivity, reduce employer exposure to risk and improve retention in an employee-favored job market, HR decision-makers are far more likely to consider strengthening their current programs or implementing new ones.<\/p>\n
\nNow is the time to help employers apply the organizational solution they need \u2014 one that will inevitably enhance your client relationships at the same time.<\/p>\n