Glossary

The recording of absence, normally based on an employer's definition of an absence, that should then be proactively managed by Line Management, HR and any support service such as Occupational Health.

Sickness absence from work. It is normally ranked as the main reason for days lost, and therefore as the highest cost to the business, and it is one of the data sources that a workforce health analysis consolidates.

A broader model of health than the biomedical one, proposed by George Engel in 1977 as a challenge to biomedicine and developed further by practitioners including Gordon Waddell, Kim Burton, Nick Kendall, Chris Main and Paul Watson. It considers physical, psychological and social contributors together rather than treating disease as a biological malfunction alone.

Systemic and financial obstacles to returning to work. A person who is likely to benefit financially from remaining off work is more likely to do so where this is not identified, assessed and addressed.

Negative perceptions of work that act as an obstacle to recovery. A person with negative attitudes and beliefs about their work is more likely to remain off work where these are not identified, assessed and addressed.

The regulations governing substances hazardous to health. The identification and containment of such substances is one of the complex risks that industries have to manage within the risk assessment process.

Provisions given to employees which identify and provide effective early support to employees who are at risk of poor outcomes. It works to prevent problems occurring. For example, ergonomic support for office workers to avoid cases of repetitive strain injury.

A confidential service offered to employees when they feel they need support with any mental health issues but in particular stress anxiety and depression.

The balance of rewards and benefits that an employee receives in return for what they contribute to the workplace.

An assessment of fitness to work before, on or during employment. It includes physical and psychosocial assessment, uses AI to assess the risk associated with the person, and provides recommendations on the interventions to be considered.

The provision of a benefit that replaces the income payable to an employee when they are likely to be absent for an extended period. This may be 6 months or 12 months absence dependent on the policy and may only cover a percentage of a person's salary e.g. 75%.

The need to comply with legislation, regulations and codes of practice relating to the Duty of Care of an employer to their employees, contractors and members of the public in relation to prevent harm to their physical and psychological health.

The analysis of data with recommendations on the incidence and prevalence of ill health, lost productivity and the effectiveness of the measures in place to measure and treat these issues and what needs to be done to improve the outcomes.

The provisions provided to employees to ensure they are safe, healthy, satisfied and engaged with their work. It is comprised of a wide range of initiatives that support and improve health and wellbeing both in work and private life.

Monitoring conducted for physical exposures at work. It is typically held in a health and safety system or in spreadsheets, and it does not usually cover the psychosocial exposures of the same work.

The Health and Safety Executive framework of occupational risk factors, covering demands, control, change, role, relationships and support as a minimum. The Executive developed the concept of the psychological risk assessment in 2004, based on the physical risk assessment.

A tool to measure and benchmark the current progress a business has made.

Lifestyle medicine is an evidence-based medical approach that uses therapeutic lifestyle interventions to prevent, treat, and reverse chronic conditions. The principles underpinning this approach include weight management; physical activity; good nutrition; restorative sleep; substance use in moderation and healthy social interactions and relationships whether outside or inside of work.

Is a proactive, data-driven medical field focused on extending healthspan but also to increase the number of years lived free from chronic disease and physical or cognitive decline, rather than aiming to extend total lifespan. Longevity Medicine incorporates Lifestyle Medicine.

See also: Lifestyle medicine

A legal instrument through which an employer can fund a range of healthcare benefits, subject to certain guidance on the management of these vehicles. Whilst Benefit in Kind based on the premium still applies, at the time of writing Insurance Premium Tax does not.

Last reviewed: September 2026

Stress, anxiety, depression or other mental health disorders as defined in the International Classification of Diseases.

Any condition affecting the bones, joints, ligaments, muscles, tendons and fascia which cause pain or dysfunction on a temporary or longer-term basis. Minor conditions that normally recover with little or no intervention will be regarded as a minor illness. More complex or serious conditions will often require an intervention to help a person remain at work or return to work.

An internal or external service which aims to identify an employee's fitness to work and in what capacity with a view to reducing absence, presenteeism and keeping people well at work. These services should address physical, mental and financial aspects of health and wellbeing and provide advice and guidance to management on how this can be improved.

The success or otherwise of any control measure or intervention that should be reducing the risk to employees, the business whilst also improving health.

Amount of something produced within a business, industry or economy.

The measure of lost productivity of employees and contractors who are at work but are not performing fully. These measures aim to cover both visible and invisible risks.

Provisions that are provided to employees which are designed to limit the risks of certain illness or harm from occurring. For example, free cancer screening.

The provision of a benefit to employees and sometimes for their dependents to allow them to access private healthcare (diagnostics and treatment) either as an alternative to the NHS or when the NHS cannot provide the treatment within a reasonable clinical timeframe.

Refers to any health insurance coverage that is offered by a private entity designed to cover the cost of private medical treatment for 'acute conditions'. For this definition the term will also apply to the provision of this benefit via a Medical Trust.

See also: Medical trust

The amount of expected output per employee.

The reduction in productivity caused or contributed to by the ill health of an employee.

See also: Presenteeism

Risk arising from attitudes, beliefs and fears, neurodiverse conditions, and stressors from family, hobbies, work and financial worries. Psychological risks are mentioned in the Health and Safety at Work Act 1974, but the concept of the psychological risk assessment was not developed until 2004.

Provisions which are provided to employees in reaction to a case of poor ill health which may require instant treatment. For example, private medical insurance.

A performance measure used to evaluate the efficiency or profitability of an investment or compare the efficiency of several different investments.

A business's obligations by law to provide certain provisions for their employees. This includes, not exclusive to, statutory sick pay, maternity and paternity leave, pensions and eye care vouchers.

An obligation by law to provide certain provisions for their employees including a Duty of Care to prevent physical and psychological harm as far as is reasonably practicable.

The general health and wellbeing of a workforce that considers physical, mental and financial aspects of overall health.

The assessment of occupational and personal health risks that impact the people and the business. The integration and analysis of these data, allows ORIGIN the opportunity to provide workplace Health Intelligence, helping organisations understand its business and people risks and what it can do about it.

See also: Health intelligence

The fit between a job and the person doing it, assessed by matching job tasks to individual physical and psychosocial characteristics.

Negative attitudes and beliefs about a person's own condition that act as an obstacle to recovery. A person carrying them is more likely to remain off work where they are not identified, assessed and addressed.