Health at Work Pledges

Nestlé UK has signed up to all the relevant Health at Work pledges. We employ almost 8,000 people in the UK and Ireland and are committed to creating a working environment in which our employees have the information, training, support and means to help them lead healthier lives. 

In 2009, we were proud to recieve a Gold award in the Food and Drink Federation Community Partnership Awards for our Employee Wellness programme. 

Health Pledge 4: Healthier staff restaurants

Our Achievements

  • Service Level Agreements including Minimum Nutrition Standards have been in place since 2006. They underpin daily menus and cooking methods, ingredient standards, menu planning and daily provision of healthy choices. They include:
    • Restricted addition of salt,
    • Minimal availability of fried food,
    • Permanent provision of fresh fruit,
    • Increased availability of fruit and vegetables,
    • Balanced menu planning,
    • GDA Labelling for all products except daily specials.
  • These standards are now in our contractual agreement with our new caterers.
  • GDAs are included food and drinks (eg sandwiches; hot meals; ready made salads), with all of our large sites and more than 80% of our sites in total now compliant.
  • During Public Health Awareness Weeks each year, we run a high profile employee campaign including posters, table talkers, leaflets and relevant shopping guides.
  • During National Salt Awareness Week very low salt meals are provided promoting and highlighting the importance of lowering salt intake. 
  • An employee training programme is available to all employees which includes healthy eating advice, highlighting the initiatives and GDA labelling carried out at each site's cafeteria

Health Pledge 3: Health and well being report

Our Achievements

  • Nestlé UK continue to monitor trends on employee wellness and absence each month at executive board level and at leadership team levels. We also report on our wellness activities in our Creating Shared Value report.
  • In 2011, our target was to have absence rates at below 2.5%.  Throughout 2011, each quarter was below the target of 2.5%. and in the final quarter of the year Nestlé UK achieved an absence rate of 2.22%. Figures for total days lost due to ill-health are not available.
  • Sickness absence is a core business measure and targets are set by business and sites according to need. For the most part, absence is due to employees with chronic and managed conditions and short term absence is managed on an on-going basis. Where necessary, Occupational Health Staff liaise with employees and their GPs with consent, to aid a safe and fulfilling return to work.
  • Nestlé UK continues to provide Employee Wellness monthly updates to its Executive Board meetings. These include absence rates for the previous month and allows for trends to be immediately identified and discussed. In addition, each factory reviews absence on a weekly and monthly basis, taking appropriate action where required. 
     

Health Pledge 2: Occupational Health Standards

Our Achievements

  • Our Occupational Health Service was accredited to the new standards for occupational health services (SEQOHS) in February 2012.  

Health Pledge 1: Chronic conditions guide

Our Achievements

  • It has always been our policy to work closely with any employee affected by a health problem - physical, mental or social - to assess their capabilities (not inabilities) - and ensure an effective process. All line managers, union officials, HR Business Partners and OH Staff are aware of our guidelines, which mirror those of the Chief Medical Officer.
  • Nestlé UK continues to run a robust Sickness Absence/Rehabilitation reporting process that identifies those who are suffering from chronic conditions. Through a comprehensive return to work procedure, reasons for absence are discussed following every absence and both Line Managers and Employees have access to regular on-site and telephone occupational health support service to discuss concerns.
  • This process has been enhanced in the last year by the introduction of preventative campaigns, such as diabetes awareness and health screenings, through which employees with an increased risk of developing such conditions have been identified and provided with ongoing support. We also have a number of discretionary benefits such as top up Long Term Sickness benefit and partial and full ill health retirement which support employees who are permanently unable to resume their substantive role due to ill health.
  • Where employees are diagnosed with chronic conditions, our in-house occupational health team works with the employee, their healthcare providers and the Line Manager, to support a return to work as soon as is realistic, with reasonable adjustments in place to facilitate this. Such adjustments could include phased returns to work, job adjustments and where required a top up benefit for those who are unable to return to their full role. Employees can access details of the policy via the intranet or the local HR team and are able to contact the Occupational Health team directly on a confidential basis.