The impact of two workplace-based health risk appraisal interventions on employee lifestyle parameters, mental health and work ability: results of a randomized controlled trial

Abstract

Health risk appraisals (HRA) are a common type of workplace health promotion programme offered by American employers. In the United Kingdom, evidence of their effectiveness for promoting health behaviour change remains inconclusive. This randomized controlled trial examined the effects of two HRA interventions on lifestyle parameters, mental health and work ability in a UK context. A total of 180 employees were randomized into one of three groups: Group A (HRA augmented with health promotion and education activities), Group B (HRA only) and Group C (control, no intervention). After 12 months, changes in mean scoring in 10 lifestyle, mental health and work ability indices were compared, Groups A and B demonstrated non-significant improvements in 70% and 80%, respectively, compared with controls (40%). Odds ratios revealed that, compared with the control group, Group A was 29.2 (95% CI: 9.22-92.27) times more likely to report a perceived change in lifestyle behaviour; Group B 4.4 times (95% CI: 1.65-11.44). In conclusion, participation in the HRA was associated with a higher likelihood of perceived lifestyle behaviour change which was further increased in the augmented HRA group, thereby providing preliminary evidence that HRA and augmented HRA in particular may help UK employees make positive healthy lifestyle changes.

Workplace interventions to improve work ability: A systematic review and meta-analysis of their effectiveness

“…Six studies investigated the effect of individual-focused interventions compared to current practice. Current practice involved consultation with health physicians (32), health checks (19), and no changes to current practices (18,(33)(34)(35).…”

“…Individual-focused interventions included health assessments and advice on behavior change (33,34); three studies used exercise programs as the intervention (18,19,32) and one study involved training nurses in the use of selection, optimization and compensation to develop active coping skills (35). Three studies used the full WAI as the outcome measure and three studies used the single-item WAS measure (table 1).…”

A global, cross cultural study examining the relationship between employee health risk status and work performance metrics

“…What was initially considered an extra within large corporations, has become firmly entrenched within many organizations as not only a good investment strategy but as a duty of care. This is supported by a large body of evidence suggesting that well-being programs are effective in improving numerous aspects of employee health [2] with even the measurement of HRA alone potentially improving well-being levels [4]. Furthermore, research examining return on investment (ROI) [5, 6] has established links between well-being programmes that have been developed based on HRA, and increased productivity, mainly through the lowering of absenteeism and presenteeism [7–9].…”

Workplace Physical Activity Program: An Intervention Proposal

“…7 Among these quality of life programs, those who promote the practice of physical exercise are used, since there are specific activities to reduce and prevent occupational diseases. 1,[8][9][10][11] Workplace physical activity program Workplace Physical Activity Programs (WPAP), known internationally as Workplace Physical Activity Intervention 8,[12][13][14][15] are also called Labor Gymnastics in Brazil. 16 In the course of the text will be used the term WPAP covering all the modalities of interventions with physical exercise in the workplace.…”