employee wellbeing trends
In this blog, we’ll explore 7 practical ways employers can reduce musculoskeletal (MSK) absence at work, covering:
- A focus on prevention
- Making ergonomics part of everyday
- Encouraging movement throughout the day
- Acting early
- Supporting mental wellbeing
- Using occupational health proactively
- Supporting managers
- How Optima Health can support
MSK conditions continue to be one of the biggest causes of sickness absence in UK workplaces. From back and neck pain to shoulder, knee and joint problems, these conditions affect employees across every industry and can have a significant impact on productivity, wellbeing and retention.
According to the Health and Safety Executive (HSE), around 511,000 workers were suffering from work-related MSK disorders in 2024/25. These conditions accounted for 27% of all work-related ill health cases and resulted in the loss of 7.1 million working days. Despite improvements in workplace awareness, MSK conditions remain one of the leading causes of long-term absence.
The challenge has become even greater because of ongoing NHS waiting lists. Many employees are living with pain for months while waiting for diagnosis, physiotherapy or surgery. However, long-term absence is often influenced by a combination of factors, including workplace support, job demands, individual health, lifestyle, beliefs about recovery and access to timely treatment. Without the right support, relatively minor issues can develop into long-term absence.
The good news is that employers have more influence than they might think. Below we explore seven practical ways to reduce MSK absence and support employees before problems become long-term.
1. Focus on prevention, not just absence management
Many MSK conditions develop gradually rather than as the result of a single injury. While physical workplace factors such as workstation setup, repetitive movements, heavy lifting and prolonged static postures can contribute, MSK conditions are often multifactorial and influenced by a combination of physical, psychological, social and lifestyle factors.
Effective prevention means identifying risks early, promoting healthy working practices and making practical adjustments before discomfort begins to affect work or daily activities. Regularly review workplace risks and don’t assume office-based roles are low risk. The rise in hybrid working has introduced new challenges, with many employees working from home without suitable workstation setups or equipment.
2. Make ergonomics part of everyday working
Good ergonomics can help improve comfort and reduce exposure to workplace risks; it should be considered as one part of a wider approach to supporting MSK health.
Consider:
- Display Screen Equipment (DSE) assessments for office and home workers
- Suitable chairs, desks and equipment
- Manual handling training where appropriate
- Reviewing repetitive tasks and job design
- Encouraging employees to report discomfort early
Small adjustments can often prevent larger problems later.
3. Encourage movement throughout the day
Many people spend long periods sitting, whether at home, in the office or driving between appointments. Staying in one position for extended periods can contribute to stiffness and discomfort, while regular movement and posture variation can help people feel more comfortable throughout the day.
Rather than purely focusing only on exercise outside of work, encourage employees to build more movement into their day. These small changes can help people to vary their posture, remain active and reduce the effects of staying in one position for long periods, such as:
- Walking meetings where appropriate
- Taking regular screen breaks to stand up and stretch
- Seated exercises at the workstation
- Standing while taking phone calls
- Using the stairs instead of the lift
- Walking for part of the commute, where possible
- Using breaks or a few minutes before or after a shift for a short walk
These small habits can help to reduce the effects of prolonged sitting or staying in one position for long periods.
4. Act early when someone reports pain
It’s important to remember that many common MSK symptoms improve with time, helping employees access advice early can promote confidence and prevent minor concerns from becoming more significant problems.
There are two common reasons why MSK absence becomes long-term; avoiding all work activities or pushing on through the pain until the problem becomes much worse. Encourage managers to create an environment where employees feel comfortable raising concerns early.
Early conversations can lead to:
- Temporary adjustments
- Workplace adaptations
- Occupational health advice
- Physiotherapy referrals
- Flexible duties while recovery takes place
Early intervention is usually quicker, less disruptive and more successful than managing prolonged absence.
5. Remember that MSK conditions affect mental wellbeing too
MSK conditions are often influenced by a combination of physical, psychological and social factors. Confidence in recovery, support from managers and colleagues, and an employee’s ability to stay engaged with work can all affect outcomes. Living with persistent pain can affect far more than physical health. Employees waiting months for treatment may experience poor sleep, frustration, anxiety or low mood. They may worry about their ability to work, their finances or whether their condition will improve.
Supporting mental wellbeing alongside physical health is therefore essential.
An Employee Assistance Programme (EAP), counselling support or simply regular wellbeing conversations can help employees feel supported while they wait for treatment or recover. Likewise, services such as our Functional Restoration Programme (FRP), combine exercise and education to help employees address concerns whilst building fitness for work.
Just as importantly, consider how easy it is for employees to access this support. It’s not enough to have wellbeing services in place if people don’t know about them or don’t feel comfortable using them.
Ask yourself:
- Are mental wellbeing resources regularly promoted, rather than only during awareness campaigns?
- Do employees know where to go for confidential support?
- Do you have wellbeing champions or mental health advocates who employees can approach if they don’t want to speak to their manager?
- Have line managers been trained to recognise when someone may be struggling, have supportive conversations and signpost people to the right help?
Making support visible, accessible and easy to navigate can encourage employees to seek help earlier, before challenges begin to affect their wellbeing or ability to stay in work.
6. Use occupational health proactively
Occupational health shouldn’t only be involved once someone has been absent for several weeks.
Early occupational health advice can help employers understand:
- Whether someone is fit for work
- What reasonable adjustments may help
- How to keep someone safely in work
- When a phased return is appropriate
- What support may improve recovery
Keeping someone in work safely and appropriately adjusted is often better for both the employee and the organisation than allowing absence to become prolonged, provided this can be achieved without creating undue risk or worsening symptoms.
7. Equip managers to have better conversations
Managers don’t need to diagnose MSK conditions, but they do need the confidence to recognise when someone may need support.
Training managers to spot early warning signs, have supportive conversations and know when to involve occupational health can make a significant difference. Employees are much more likely to ask for help if they know they’ll be listened to rather than judged.
Why this matters now
With NHS waiting lists still affecting access to treatment, employers are increasingly becoming an important part of helping employees stay healthy and remain in work. Many employees can remain productive and engaged with the right combination of workplace support, practical adjustments, self-management and, where necessary, clinical intervention.
Organisations that invest in prevention, early intervention and joined-up wellbeing support are more likely to reduce long-term absence, improve employee experience and retain valuable people.
MSK conditions may be common, but they don’t have to become long-term problems.
How Optima Health can help
At Optima Health, we help organisations take a proactive approach to managing MSK health. Our occupational health specialists provide timely assessments, expert fitness-for-work advice and practical recommendations that help employees remain in work where appropriate or return safely following absence.
Some key features of our MSK offering include:
- Digital evaluation of conditions to ensure evidence-based direction to the most appropriate care in each case
- Use of the latest online self-management programmes
- Telehealth consultations with physiotherapists
- Specialist case management where appropriate
- Functional restoration and persistent pain programmes
- Real-time referrals to a national network of HCPC registered physiotherapists
Alongside occupational health, our mental health services and Employee Assistance Programme (EAP) can provide confidential support for employees who may be struggling with the emotional impact of living with persistent pain, long NHS waiting times or concerns about work or personal matters.
Together, these services provide a connected approach to supporting both physical and mental wellbeing, helping organisations reduce the impact of MSK-related absence, improve employee wellbeing and support healthier, more productive workforces.
Further support
CIPD – Managing long-term health conditions.
Health and Safety Executive – Toolkit for assessing musculoskeletal health in the workplace.
Society of Occupational Medicine (SOM) – Advice for workers with musculoskeletal disorders.
Optima Health provide a range of occupational health and mental health interventions to help support employee wellbeing and reduce sickness absence. Contact us today to find out how Optima Health can support your health and wellbeing initiatives.