Tackling today’s top physical health challenges with a future-focused wellbeing strategy

Workplace health has evolved beyond being a task for HR alone — it’s now a key business concern that leaders can’t afford to ignore.

Supporting employee wellbeing goes far beyond managing sick days. It directly impacts productivity, morale, and long-term business resilience. Yet many employers still respond reactively, despite rising rates of chronic conditions, physical health issues, and stress-related illnesses.

To stay ahead, organisations need to reimagine their health and wellbeing strategies — shifting from firefighting to futureproofing.

 

The data speaks for itself

UK employers lost 33.7 million working days in 2023–24 due to work-related health issues according to the Health and Safety Executive. Meanwhile, Vitality reports that ill-health is costing the UK economy £138 billion annually, with much of the impact coming not from absence, but presenteeism—employees working while unwell.

Additionally, 300,000 individuals leave the workforce each year due to health problems and are three times less likely to return compared to healthier workers.

To build long-term workforce resilience, it’s time to shift from short-term fixes to proactive, preventative action. Here’s how businesses can tackle today’s most pressing physical health challenges.

 

The leading physical health challenges facing workforces today

1. Musculoskeletal disorders (MSDs)

MSDs remain a leading cause of workplace injury and lost productivity. Around one in six workers in the UK experiences an MSK condition, such as back pain, joint issues, or repetitive strain injuries.

Key causes: Poor posture, inadequate desk setups, and long hours of static work — especially with the rise of hybrid working.

How employers can respond:

• Provide ergonomic equipment and workspace assessments (including for remote teams)
• Promote movement through stretching, breaks, and posture education
• Offer physiotherapy access or on-site wellbeing initiatives

 

2. Obesity and poor diet

Nearly two-thirds of UK adults are now classed as overweight or obese. This contributes to reduced energy levels, higher absence rates, and increased risk of long-term illness — costing the economy nearly £98 billion annually.

Key drivers: Sedentary workstyles and easy access to unhealthy food.

Employer actions:

• Offer nutritious food choices or healthy meal subsidies
• Run education sessions on balanced eating
• Encourage activity through fitness challenges and incentive schemes
  
  
  

3. Sleep deprivation and fatigue

Sleep-related issues cost the UK over 200,000 lost working days each year, contributing to up to £40 billion in lost productivity.

What’s behind it: Stress, poor boundaries between work and rest, and digital overload affect cognitive performance, safety, and decision-making.

How to help:

• Promote healthy work hours and clear time-off policies
• Run sleep and digital wellbeing workshops
• Create spaces for rest or introduce flexible scheduling
  
  
  

4. Heart and metabolic health issues

Cardiovascular disease is the leading health cause behind early workforce exits. Data from the Institute for Public Policy Research (IPPR) found that individuals diagnosed with cardiovascular disease (CVD) have a 22% chance of leaving their job— more than those with cancer or mental health conditions.

Contributors: Inactivity, high-pressure roles, and poor diet.

What employers can do:

• Offer gym discounts, walking meetings, or cycle-to-work schemes - employees who cycle are 24% less likely to die from heart disease.

• Provide health checks to flag early risks
• Foster a culture of movement, not just sitting

 

 Building a health strategy that’s fit for the future

Creating a culture of wellbeing means going beyond tick-box benefits. It requires strategy, insight, and a human-centred approach.

Step 1: Understand workforce health needs

• Use health surveys and absence data to identify trends
• Offer voluntary health screenings and ergonomic assessments

Step 2: Deliver a holistic programme

• Physical health: Provide ergonomic support, fitness initiatives, and movement-friendly workspaces
• Mental health: Establish stress management programmes, counselling services, and mental health first aid training
• Lifestyle habits: Promote nutrition education, sleep awareness, and work-life balance initiatives

Step 3: personalisation and Inclusivity

• Cater to different life stages and working styles (e.g. remote, part-time, shift work)
• Support gender-specific and age-related needs, like menopause or fertility
• Consider benefits like:
  • Lifestyle Spending Accounts (LSAs) for wellness or fitness
  • Employee Assistance Programmes (EAPs) for emotional support
  • Flexible health cash plans for dental, vision, or specialist care

Step 4: Champion prevention

• Move the focus from treatment to early intervention and preventative care
• Train leaders to recognise and support early health risks
• Encourage active, healthy habits in daily routines

Step 5: Track and improve

• Measure engagement, absence trends, and programme outcomes
• Use employee feedback to continuously evolve your wellbeing offer
• Stay updated on emerging workplace health trends

 

Investing in a healthier workforce

Wellbeing initiatives aren’t just about ticking boxes—they’re about keeping your people engaged, energised, and performing at their best.

A proactive approach to health and wellbeing can:

• Boost retention and morale
• Improve performance and reduce downtime
• Lower long-term healthcare costs

By embedding a personalised, forward-thinking strategy into your workplace culture, you’re not just supporting your team—you’re future-proofing your business.

 

Next steps:

• Find out more about prioritising your employees’ health with our health benefits
• Book a demoof our leading flexible employee benefits software solution
• Contact us here or give our team a call on 0800 652 4745