• Understand how to integrate wellbeing principles into organisational values and daily practice
• Learn practical steps for embedding wellbeing beyond HR initiatives, making it part of leadership behaviour
• Explore how to measure cultural change and sustain engagement over time

With sickness absence continuing to impact workforce capacity, financial performance, and patient care, public sector organisations urgently need models that deliver both rapid insight and sustainable improvement. This session shares a live, real-time programme beginning on 1st January, with early results ready for presentation at the conference on 12^th February. Drawing on evidence-based occupational health, data analytics, behavioural insights, and leadership practice, this talk will unpack the core components of an Enhanced Sickness Absence Model, including proactive surveillance, risk stratification, and targeted interventions for mental health, musculoskeletal injuries, women’s health, and long-term conditions. Through practical examples, Nicola will demonstrate how systems can shift from reactive management to preventive, intelligence-driven workforce wellbeing. Delegates will gain a blueprint that can be deployed at speed while aligning with regional and national road maps.

Learning Objectives:

By the end of this session, participants will be able to:

1. Understand the foundations of an Enhanced Sickness Absence Model

• Define what “enhanced” means in terms of surveillance, risk prediction, early intervention, and governance.
• Identify the structural gaps in current sickness processes and how rapid insight can close them.

2. Apply a 6-week rapid improvement cycle to sickness absence management

• Use a time-bound diagnostic framework for data, trends, hotspots, and root causes.
• Prioritise the highest-impact drivers of absence aligned to organisational risk appetite and statutory duties.

3. Implement evidence-based interventions for key clinical themes

• Mental health, musculoskeletal health, menopausal and women’s health, and long-term conditions.
• Practical actions to reduce episodes, shorten duration, and strengthen return-to-work outcomes.

4. Strengthen organisational governance and leadership accountability

• Embed clear accountability across HR, managers, and clinical/operational teams.
• Align practice with SEQOHS, HSE requirements, and NHS England wellbeing frameworks.

5. Build a sustainable, preventive approach to workforce health and wellbeing

• Use predictive analytics to identify risk early.
• Shift from reactive case management to proactive, population-based workforce health.

Lucy Kenyon, Non-Executive Director and Trustee, The Association of Occupational Health and Wellbeing Professionals

Janet O'Neill, Director of Professional Development, Association of Occupational Health and Wellbeing Professionals

Considering the political aspirations and changes proposed to support people to remain in and return to work, there is a lot that Occupational Health can offer. iOH has been publishing and advocating a multidisciplinary approach for many years and will take this opportunity to bring this alive. Demonstrating the value of Occupational Health in supporting people and organisations as well the changes that can be driven with good use of Occupational Health. This is therefore an opportunity to dive into the core of Occupational Health and the developments that are elevating the profession’s reach and influence.

• Health risks in the future – ageing workforce, multi morbidity

• The Government’s response e.g. Keep Britain Working

• Issues e.g. incentives, fit notes, health and work conversations by health professionals

• Opportunities – local delivery with work coaches and Job Centre plus teams, public health, social prescribers, link with Occupational Health  

• Explore the evolving role of line managers as wellbeing leaders, not just task supervisors
• Discover how leadership behaviours directly influence workplace culture and morale
• Gain tips for upskilling managers to have confident, compassionate wellbeing conversations

Izabella Natrins, CEO, UK & International Health Coaching Association#

Dr Jennifer Walmsley, General Practitioner and Lifestyle Medicine Physician

• Understand workforce health risks: diabetes (~3M workers), obesity (~9M workers), their co-existence (~3M workers), and the impact on recruitment, retention and productivity
• Recognise the business consequences of chronic health conditions: sickness absence, loss of organisational knowledge, and the potential ROI of addressing them
• Learn the role of Registered Health and Wellbeing Coaches in delivering practical, workplace-ready whole health and wellbeing support to improve employee health and productivity
• Explore strategies to empower employees to manage their health and remain work (or return to) work
• Develop approaches to foster safe, stigma-free conversations that enhance engagement and wellbeing
• Discover how leaders and policies can embed a culture of whole-health and wellbeing to strengthen performance, loyalty and talent retention.