The BOHS has published a report on Tackling Scotland’s Workplace Ill-Health Crisis.  The view the report, go to:

Tackling Scotland’s Workplace Ill-Health Crisis

We are pleased to share that the Case for Change and Strategic Framework (previously known as the interim report) has now been published, and can be accessed via the following link:https://www.gov.uk/government/publications/major-conditions-strategy-case-for-change-and-our-strategic-framework.

In January, we announced our plan to publish the Major Conditions Strategy. The strategy will explore how we can tackle the key drivers of ill-health in England, reduce pressure on the NHS and reduce ill-health related labour market inactivity. To deliver on these objectives, the strategy will focus on tackling the six major conditions groups – cancer, mental health, cardiovascular disease (including stroke and diabetes), dementia, chronic respiratory diseases, and musculoskeletal disorders – that account for around 60% of ill-health and early death in England.

The Case for Change and Strategic Framework sets out our approach towards the final report. It sets out the challenges of a modern health and care system in this country and how we are already addressing some of these through prevention, early diagnosis, early intervention, and quality of treatment and living with long term conditions. This strategic framework provides a lens for how we might tackle six major groups of conditions contributing to the highest burden of disease combined and separately, and what more needs to be done to support the ongoing transition to a health and care system in England that is both more preventative and more personalised.  We also look at cross cutting enablers including, digital technology and innovation, research and leadership.

On the 17th May we launched our Call for Evidence to inform the development of the Major Conditions Strategy by gathering views and ideas on how to prevent, diagnose, treat, and manage the groups of major conditions which contribute to ill-health and early death in England. We received over 4,000 responses and are currently analysing these. Our intention is to publish the Major Conditions Strategy in early 2024 informed by the responses.

SOM has published Burnout in healthcare: risk factors and solutions which details the steps needed to help combat the condition, found to be rife in healthcare.

Drawing on research data from a wide variety of sources, the report found that those working in healthcare, such as doctors, nurses and care workers, are particularly prone to experiencing burnout.

According to the 2022 NHS workforce survey, more than a third of healthcare staff report feel burned-out at work, with staff in clinical roles found to be most vulnerable. Further data shows that 54 percent of doctors displayed signs of emotional exhaustion and nearly 40 percent of nurses ‘often’ or ‘always’ felt burned-out at work.

Burnout is not a medical condition, but a state of physical and emotional exhaustion caused by excessive, prolonged, and untreated interpersonal workplace stress. It occurs when individuals become emotionally exhausted, cynical, and disengaged from the job and feel a sense of ineffectiveness and loss of purpose. It can have wide-ranging damaging effects on workers’ health, job performance and quality of life and is extremely costly for the healthcare sector.

The thoroughly evidenced report recommends primary, secondary, and tertiary interventions throughout the healthcare sector to protect employees against burnout and enable those returning from absence because of the condition to do so effectively and safely.

• Primary level interventions are those that tackle the root causes of burnout. It is crucial to ensure workload is manageable, adequate support is available, leadership is compassionate, inclusive, and ethical and staff are recognised and rewarded for their work and achievements. Training managers to support the wellbeing of their staff, identify early signs of burnout and encourage help-seeking are also particularly important.
• Secondary level interventions focus on improving people’s ability to cope with the challenging aspects of their roles. Particularly effective strategies include enhancing opportunities for peer support, promoting self-compassion and self-care, providing training in a range of stress management tools, and helping staff maintain a healthy balance between their work and personal life.
• Tertiary level interventions focus on treatment and encourage a safe and healthy return to work. These include taking a person-centred approach to identifying the factors that contributed to burnout and taking appropriate steps to address them.

With burnout being such a pressing issue in healthcare, occupational health, the specialist and expert field of health and wellbeing at work, will be a crucial part of the solution.

The UK is in a fortunate position, with specially trained occupational health professionals, but more investment is needed to expand this workforce through the newly announced workforce plan. SOM is calling for universal occupational health access and will continue to press for more provision until everyone, whether they work in healthcare or in other industries, has the coverage they need to be healthy and happy at work.

SOM CEO Nick Pahl said: “This new report outlines in detail why universal occupational health is so important in fighting burnout in healthcare. The NHS workforce plan’s aim is to reduce the overall leaver rate for NHS-employed staff from 9.1% (2022) to between 7.4% and 8.2% over the next 15 years. This can only occur by investing in occupational health – reversing burnout, tackling root causes, so that NHS staff can return to work well. SOM is committed to working with Government and the NHS to meet these challenges head-on.”

Professor Gail Kinman, the author of the report, said: “Burnout is an extremely serious matter that impacts workplaces across Britain, but it is a particular problem in healthcare settings. We know that doctors, nurses, and other healthcare professionals are more likely than most to experience burnout and therefore it is vitally important that we take urgent action. There are compelling reasons for organisations to support the wellbeing of their employees. This report, which brings together a wealth of research and findings, recommends the real and practical steps that they can take in the fight against burnout to ensure healthcare staff remain healthy and motivated and that recruitment and retention are improved.”

Download the report here.

July 2023