Why early intervention matters

There are many challenges that the workplace is facing when it comes to long-term absence and they aren’t showing signs of slowing down. Our claims data helps to paint a clear picture not just of the top causes for claims but also the critical importance of early intervention services, and what this means for employers.

However, we need to look deeper at what the data is telling us, how early intervention services can be utilised and most importantly, why they aren’t.

What the data is telling us about workplace absence    

In 2024, our top three drivers for claims in Group Income Protection were Cancer (24.6%), musculoskeletal conditions (23.9%) and mental health (19%)¹. We are also seeing these trends increasing more widely.

According to the Health and Safety Executive (HSE), in 2024:

• 543,000 UK workers suffered from work-related musculoskeletal disorders, leading to an estimated 7.8 million lost working days².
• 4 million working days were lost due to stress, depression or anxiety³.

But what is the reality of this data for employers?

Long-term absence can prove costly for employers

The Office of National Statistics (ONS) reports that the average UK weekly pay is estimated at £711⁴. So, if an employee is on average absent for four weeks, this could cost the employers £2,844. There are also additional costs to consider if the employer needs to hire or train employees.

Mental health claims are on the rise

Our data shows that in 2024, 72% of Early Intervention Services (EIS) referrals were related to mental health, up from 61% in 2023⁵. There are external drivers of mental health claims to consider including stress, cost-of-living worries, NHS delays, and job insecurity. At the same time, awareness and willingness to seek support has increased, which makes mental health challenges more visible in the workplace.

There is an ageing workforce that needs to be considered

Our Life100+ research shows that by 2030, more than half of the UK workforce will be aged 50 or older, contributing an estimated £730 billion to the economy⁶. And from our findings we can already see how attitudes towards retiring are changing, as 69% of UK adults now believe that retiring in their 60s will become a thing of the past.

If employees are considering staying in the workforce longer, tailored support may be needed, especially as recovery pathways differ by generation.

The right support at the right time

The data shows us the multiple pressures that employers are facing. Although it may be a delay in acting when an absence occurs, rather than the condition itself, which can cause a risk. This is where early intervention services can play a huge role.

Why timing matters now more than ever

Group Income Protection benefits typically kick in after a deferred period, which means employers carry the cost of sick pay for several months. Our data shows how instrumental early intervention services can be in helping employees return to work. In our 2024 experience, 88% of employees who received early intervention returned to work within the deferred period⁷. This not only helps employees to get back to full health so they can stay in employment, but it helps relieve the pressures on employers when it comes to navigating long periods of absences.

We can see from our data the impact that early intervention has on reducing absence.

• The average return-to-work time through early intervention = 7 weeks
• If supports starts within first 4 weeks = reduced to 4 weeks⁸

Early intervention services can help to reduce absence by almost half, resulting in employees returning to work sooner and, in some cases, not needing to make a claim. But is this benefit being utilized by employers?

Why employers might not be aware of early intervention services

Many employers don’t realise that their Group Income Protection policy includes rehab and only see it as salary replacement. Especially SMEs, who may forget they even have this support. The challenges are then compounded by inconsistent absence processes. As a result, line managers may not know how to act, or even what support is available.

Cultural factors add another layer of complexity. There may be some stigma around mental health or assumptions that older workers will take longer to recover, all of which can delay early action and risk prolonging absence unnecessarily.

Advisers have a critical role to play here by helping to reframe Group Income Protection as not only an employee benefit, but also an employer benefit. Advisers can also help their clients understand how absence management and insurer provided services could make a difference. Once understood, employers need to adopt robust absence management processes and line manager training, so everyone knows what to do when an absence occurs.

Robust processes and timely action can help employees return to work

It’s important now more than ever for employers to consider if their benefits are strong enough to navigate these challenges and if they have systems in place to react quickly. If there’s one step to prioritise, it’s embedding insurer referrals into the absence management policy and ensuring line managers act early. Advisers also have an instrumental role to play in helping employers see Group Income Protection not just as salary replacement, but as a business resilience tool.

At Canada Life, we support this partnership by providing data, early intervention services and rehabilitation expertise that help employers to act sooner and support their employees through all of life’s challenges.

1. Canada Life claims data 2024
2. Recognising contributions to reducing musculoskeletal risk
3. Working days lost in Great Britain
4. Average weekly earnings in Great Britain - Office for National Statistics
5. Canada Life EIS data 2024
6. Saga plc. (2023). Generation Experience: the UK's economic superpower. 
7. Canada Life EIS data 2024
8. Canada Life MI for the period from 2021 to 30th Apr