Easing the pain of musculoskeletal care in the workplace

A leading cause of sickness absence, poor musculoskeletal health costs employers in absenteeism, lost productivity and medical claims. Health-led, outcome-based benefit design minimises discomfort and makes great business sense, says Howden’s Head of Global Wellbeing Leo Savage.

Despite the growth of mental-health-related illnesses among workers, musculoskeletal (MSK) disorders remain the biggest cause of disability in 160 countries.

Around 1.71 billion people worldwide suffer from MSK problems such as back pain, arthritis and repetitive strain injuries. They are a major reason for working days lost across the globe. Low back pain is the main contributor with 570 million prevalent cases worldwide responsible for 7.4% of global years lived with disability. In the UK, for example, almost 20% of total sickness absences are due to MSK problems, contributing to the £103 billion a year that the UK economy is losing due to poor employee health.

Your business is part of this loss. The reason, according to Leo Savage, Head of Global Wellbeing at Howden Employee Benefits, is that MSK health affects everyone, everywhere. Regardless of age or industry, the ability to work hinges on being able to move freely and without pain.

Savage explains: “The impact MSK has on claims is vast and one most employers need to address. We need to view issues such as neck pain and osteoarthritis as a degeneration of the body, and put in place interventions and assistance to reduce the likelihood of these conditions developing.”

Who’s at risk ... and who’s responsible?

You might think an MSK injury is generally the result of lifting heavy objects or the repetitive strain of assembly line work. But poor MSK health affects all employees, from desk workers to those working in hospitals, warehouses and manufacturing settings. With the shift towards remote/hybrid work models, unsuitable home office set-ups have been a large contributor to the issue.

Preventing MSK is often a health and safety requirement. MSK problems may occur if certain risks in the working environment are not addressed, and employers have a duty to reduce these risks as far as is practical. But it's a two-way interaction: MSK problems developed outside work can also limit a person’s ability to work, and that creates a legal and ethical grey area. What's expected of an employer?

For Savage, no one right answer exists. “Each workplace has unique circumstances. The first step is to look at the legal requirements and then expand the interventions to support the specific workforce.

"This approach is best structured through a four-step, outcome-based benefit design framework - understanding, prioritising, implementing, and then measuring," he says.

The following points could help stem the tide of MSK-related losses in your own business:

1. Understand the main drivers
   Demographics matter in MSK health. Globally, the prevalence of musculoskeletal disorders is nearly 50% higher in females than in males, and it increases with age to a peak at 65 - 69 years in men and women.
   
   “Analysing claims data helps employers identify the MSK issues their workforce is most susceptible to," Savage explains. “This allows for targeted interventions for specific problems like high rates of back and neck pain. We know that certain demographics and ethnicities have higher rates of certain MSK issues, for example, so we compare our clients' claims data with national benchmarks to ensure the recommendations we make penetrate those who need it.”
2. Prioritise the ‘must haves’
   The starting point when deciding which interventions to incorporate into your business is always specific obligations imposed by regulation. The next step is to assess the potential interventions' impact and feasibility. This requires both clinical and insurance expertise. "Our experts  help identify interventions that address the workforce's specific pain points and ensure resources are directed towards those that deliver the greatest long-term value," Savage says.
   
   Keeping people active and mobilising their joints is one of the best ways to promote MSK health. Examples include sit-stand desks, walking meetings, subsidised gym membership and running clubs. Voluntary medical assessments may be appropriate if you have high levels of sarcopenia - a muscle-wasting condition - within your workforce.
   
   Savage recommends choosing interventions that feel natural and fit your culture. “MSK is a global threat but it’s important to be specific in your approach. What works in London may not work in Manila. Howden has a global presence which means we can support businesses locally; we collaborate ‘on the ground’ with local teams to identify what the needs are, and create a solution that has the highest likelihood of being effective.”
3. Personalise communications methods
   Many employees struggle in silence when it comes to MSK health, so education is critical. “People might not know they can improve their own health,” Savage says. “Firms benefit from having a communications budget to educate employees on MSK benefits without seeming overbearing.”
   
   Savage suggests getting creative to reach the right people with your message. “Old-school posters are often better for reaching employees who can't use phones at work, even though they might seem archaic.” Savage says. “Some clients have had great success piggybacking on national awareness days to deliver awareness and education.” The important thing is to meet employees where they are rather than expect them to come to you.
4. Measure and iterate
   Companies grow, employee makeup changes, and what works one year may need adapting the next. “Measurement is an ongoing process. A continuous feedback loop - between employees, employers and advisers - helps triangulate perspectives and ensures everything aligns,” Savage says.
   
   He highlights the value of Howden’s research into HR and wellbeing trends. The Benefits Design Survey provides a detailed, up-to-date analysis of emerging issues and best practices. “That current understanding allows us to refine and adapt the programmes we launch. It also closes any disconnect between what leadership thinks it needs to focus on and the direction it should be taking on MSK health,” he says.
   
   Again, data is the goldmine for staying relevant and impactful. Considering the direct and indirect costs of medical insurance, absenteeism, presenteeism, and skills leaving the company earlier than planned due to MSK-related problems, investing in the right combination of interventions is a win-win. Better data means sharper insights – and greater results.