How Early Intervention Services Help Manage Absence

Does the importance of early intervention and effective rehabilitation during absence supersede the financial benefits that Group Income Protection (GIP) provides? There is a growing school of thought that the support insurers provide is becoming more important than ever to customers. GIP provides a level of salary continuation when an employee is absent because of ill health or disability.

Early involvement in absence to maximise rehabilitation support is sensible and prudent. Although GIP benefits become payable during long-term disability, the payment only starts after the employee has been unable to work for a set period. Employers fund Statutory Sick Pay, and many fund Occupational Sick Pay. Proactively managing sickness absence through early engagement using an Early Intervention Service (EIS) makes perfect sense from an organisational financial perspective.

GIP providers are well placed to support the early investigation of absence, helping employers and employees at the crucial early stages of absence. This helps Equality Act (2010) compliance and enhances a disability diverse workforce. Not engaging while waiting for a GIP claim to be submitted also negatively affects premiums, as the longer an absence is, the harder it is to make an effective, sustainable return. Letting an employee go can cost up to £30,000 in recruitment and training costs and so the financial business case for employee retention clearly underpins a need for EIS. Modelling return on investment using EIS supports the introduction of new GIP schemes to the market.

The aim of EIS is to manage employee absence as early as possible and find the best outcome for all involved. Most insurers provide access to trained medical professionals, usually nurses, and some even give money back for early notification. Access can be via a simple telephone call, referral forms or GIP claims forms and building these into regular HR and manager practices encourages a consistent approach and outcome.