Musculoskeletal (MSK) injuries – including back, neck, shoulder, arm and other joint pain – remain a significant contributor to absence from work. There is much, however, employers can be doing to mitigate MSK conditions from occurring in the first place and to support workers struggling with MSK health.
One constant trend has been staff absence due to MSK-related injuries or disorders, including bad backs, knees and conditions such as arthritis.
Minor illnesses and MSK conditions are no longer the single main cause of absence in the workplace (having been superseded by mental ill health and Covid). Yet, over half a million workers are still suffering from MSK conditions in 2023/24, according to the Health & Safety Executive (HSE).
If anything, the increased sedentary working many of us experienced during and since the pandemic has caused the level of MSK conditions to rise. A further factor raising concern about MSK conditions is the growing NHS waiting lists. Some 6.8 million people are now stuck waiting for treatment, and as many as one million of these are estimated to be MSK-related.
The knock-on impact of this in terms of pain, deteriorating health and mobility, inability to work, and stress, anxiety and mental ill health as a result, can be significant. This is especially the case for workers in manual roles or which require a certain level of physical fitness. Even, for example, just wearing a heavy utility belt regularly at work can have an impact on back and general joint health.
Below are four ideas to help you reflect on your strategy and raise awareness of MSK health and ill health prevention in the workplace.
Risk assess and risk manage
As this valuable guidance from HSE makes clear, there are three key ways to managing and mitigating MSK conditions at work. These are to ensure the tools and equipment workers are using, the ways they’re working (such as the pace of work or ability to take rests), and the environment they’re working in are all fit for purpose and not making things worse.
That comes back to effective risk assessment and risk management of individual roles but also of the wider workplace environment and culture. Within this, employers need to recognise they have legal responsibilities to protect and keep workers safe, not least under the Health and Safety at Work etc Act 1974.
In our increasingly screen-based working world, a Display Screen Equipment workstation assessment is also important. These ensure the workstation is correct ergonomically, that workers are taking breaks and that the employer is providing eye tests where appropriate.
Promote exercise and less sedentary working
It has become increasingly accepted in recent years that often the best way to manage MSK health is encouraging people to remain as active as possible (within the constraints of their condition) and to be mobilising joints as much as they can.
As this guide from NHS Employers makes clear, prevention and early intervention are key to supporting and mitigating MSK conditions. Yet, too often, MSK-related absence can become long term. Therefore, encouraging employees to be less sedentary at and outside of work will not only help with things such as cardiovascular health but also MSK health.
For conditions such as osteoarthritis, for example – a prime cause of knee pain – exercise is nowadays deemed to be one of the most important ways of managing the condition.
Crucially, it is important to get the message across that any exercise can help. For example, stretches and exercises at your desk, more active commutes, going for a walk at lunchtime, cycling to work, taking the stairs instead of the lift. All these can help and make a difference. However, it is also important to recognise that education and health promotion may need to be nuanced to accommodate those who have more limited mobility, for example employees with disabilities, older employees or employees with chronic MSK issues.
Use the expertise of occupational health
Having an occupational health team or department in place can provide you with vital support and guidance on MSK conditions. This can include helping to manage conditions in-work, seeking support outside of work (such as physiotherapy) and managing a return-to-work -either with or after an MSK condition.
An occupational health provider can also give advice on an employee’s fitness for work and any restrictions, adjustments or adaptations needed to their work. This may include changing roles or responsibilities, whether temporarily or permanently.
Occupational health practitioners will also be able to help with ongoing health promotion, awareness-raising and education, as well as health screening and risk assessment.
Recognise the mental health impact of MSK conditions
As we’ve touched on, while MSK conditions are physical issues or problems relating to the body, it is also important to recognise they will often have an impact on mental health as well.
Pain and loss of mobility can be exhausting (especially if it affects sleep), which can affect mood and mental health. People with MSK conditions may become anxious or worried about what this is going to mean for their long-term health and ability to work. They may also have fears about the potential knock-on impact on their finances or retirement. Long NHS waiting lists for treatments or operations can further add to the stress and worry people may be experiencing as a result of their MSK condition.
Therefore, as an employer, consider how you can support staff with mental health as well as the other aspects around their MSK condition. This could be access to counselling through an employee assistance programme or, again, support through your occupational health provider. It could also include offering private medical insurance schemes as part of your staff benefits offering.
Summary
MSK conditions remain a significant contributor to workplace absence in the UK, with long NHS waiting lists now compounding the problem for many employees and employers.
There is, however, much you can be doing as an employer to mitigate MSK conditions from occurring in the workplace, as well as things you can put in place to support workers once they are diagnosed. Risk management of roles and responsibilities is key, as is making effective use of occupational health. Encouraging healthier and less sedentary lives, both in and outside of work, is also valuable.
Further support
NHS Employers – Musculoskeletal health in the workplace
CIPD – Managing and supporting employees with long-term health conditions.
Business in the Community – Musculoskeletal health in the workplace – a toolkit for employers.
Health and Safety Executive – Advice for workers with musculoskeletal disorders.
Ref: WPW0218 this information was updated January 2025.
