FAQ
Early Intervention
What does the HCB Group model of Early Intervention look like?
Early Intervention is at the heart of what HCB Group does. This is HCB’s core proposition and where we challenge the traditional Occupational Health approach by proactively engaging with the employee pre absence. The traditional Occupational Health approach to Early Intervention is reactive and post “injury” (physical and psychological). Where an absence has occurred, HCB Group will look to engage within four weeks of the initial absence. The industry norm for Insurer’s is around 12 weeks and this invariably proves to be too late because the issue has already been medicalised; the implications for which can include longer term absence, a Work Cover, and Income Protection claim. An HCB Group Clinical Case Manager will only deploy the medical model when it is necessary to do so.
HCB Group’s aggregated data shows that where an employee is engaged with an HCB Clinical Case Manager within 4 weeks of the initial absence, there is a favourable outcome in more than 90% of cases.
HCB Group fulfils this function for Employers, and for Insurance carriers. The process is nuanced to suit the arrangement, but the aim, remains the same – understanding the “real reason” for a potential unplanned absence and facilitating a Stay At Work plan or in the case of an absence, enabling sustainable return to work in optimum time.
What are our aims, and how well do we do?
Our fundamental objective is to restore functionality and work capacity. Statistically, aggregated across the HCB Group portfolio, we achieve positive outcomes (return to work or other relevant outcome) in more than 90% of cases, where a referral is received within 4 weeks of date first absent.
How is HCB Group’s model different to, for example, traditional Occupational Health?
HCB Group have spent 25 years honing component parts of our service, blending compassion and common sense and adding scientific research, which is continually being refined. HCB Group chooses to draw absence management, case management and rehabilitation together into a single service. The golden key is the absentee – our clinical care coordinators engage positively with them and successfully work with them to agree a Return to Work plan.
How does it Work?
HCB Group can help clients identify a rationale for referral. Cases are referred according to relationship, and either by encrypted email or for larger clients, a bespoke portal within an HCB Case Management Database. A Clinical Case Manager is appointed, who works with all stakeholders, focussing on achieving a sustainable outcome.
[Positive Outcomes are defined as:- (1) Return to Work Full Time; (2) Return to Work Part Time; (3) Fit to return to work, but other outcome achieved, eg; exit from business negotiated etc].
How does HCB Group Support employee health for a small business?
Unplanned workplace absence happens and is a confronting and costly problem for all businesses, exacerbated for a small business, because of resource and scale limitations.
The small business is vulnerable and acting earlier to understand the “real” reason for absence, measurably improves the associated costs and outcomes.
Some small businesses partner with an EAP, however, the challenge is offering employees of a small business, holistic Occupational Health, which collaborates with services like EAP and Rehabilitation and offers total peace of mind for both employers and employees.
An umbrella structure allows multiple unrelated small business employers to leverage of the benefits of a holistic and proactive Occupational Health service to support employee wellness and keep people at work, often averting absence altogether. At the same time, demonstrating compliance with legislative requirements.
The umbrella solution is generally hosted by larger business, such as a large Life and Income Protection Insurer, Wellness service provider, Franchisor or HR Consultancy business.
Talk to HCB Australia about the opportunity to host an Umbrella solution for the small businesses you currently support.
Employee Health Management
HCB Group’s unique approach combines Absence Management, Early Intervention and Vocational Rehabilitation into an integrated, case managed service.
What is the difference between Occupational Health and Employee Health management?
Occupational Health is defined by Collins Dictionary as “a branch of medicine that deals with the health of people in their workplace or in relation to their job”. HCB Group focuses on identifying the real cause of the absence, (many of which have social determinants that have been medicalised and there is no medical condition at all), and working with HR and Line Management to identify, and dismantle return to work barriers.
How does HCB Group deliver this service?
HCB Group has developed a complete suite of products which combine Absence Management, Early Intervention and Rehabilitation in a clinically-led, evidence and science-based environment, which dovetails with existing Occupational Health provision or replaces it completely, depending on employers requirements.
HCB Group’s granular understanding of the Biopsychosocial model enables our Clinical Case Managers to categorise conditions. Leading research shows that a very significant proportion of absence incidence arise where social or non-medical factors influence an employees ability (or inclination) to return to work.
What are the financial and contractual implications of working with HCB Group?
HCB Group’s services can be sourced on an ad-hoc basis, meaning no costly retainers are necessary, clients simply pay for what they use. HCB Group advocate face to face initial consultations with absentees, as we believe this galvanises a trusted partnership with the appointed Clinical Case Manager and significantly improves sustainable outcomes.
Why is HCB Group’s service better than those of its’ competitors?
HCB Group’s unique service is underpinned by 3 scientific pillars, which we call “The Science behind the Service”. It is outlined below. We have spent a quarter of a century honing our service, and carefully selecting tools to use, and partners to work alongside. Clients can only find out by trying the service to experience our truly outstanding results.
Biopsychosocial (BPS) model
What is the Biopsychosocial (BPS) Model?
The Biopsychosocial (BPS) Model recognises that absence from work can be influenced by a combination of biological, psychological, and social factors. Rather than assuming a purely medical cause, the model looks at the whole picture to understand why someone is unable to work.
By considering these different influences, organisations can identify the most appropriate type of support and help employees return to work safely and effectively.
How does HCB apply the BPS Model?
HCB applies the BPS Model from the very first interaction with an employee who is absent from work. Our priority is to determine the real cause of the absence before deciding what type of support is required.
This approach ensures that the medical model is only used when there is a genuine medical condition to treat, allowing resources to be used effectively while focusing on the real barriers to returning to work.
What are biological causes of absence?
Biological causes relate to physical health conditions or injuries. These conditions can typically be diagnosed by a clinician and treated through established medical pathways.
In these cases, HCB supports employees by helping them understand treatment plans and manage absence duration. We often use recognised disability duration guidelines to help ensure recovery and a timely return to work.
What are psychological causes of absence?
Psychological causes include conditions that affect mental and emotional wellbeing. Some of these conditions are subjective or self-reported, which can make them more complex to assess.
Through early engagement and clinical expertise, HCB can help identify psychological concerns quickly and guide employees towards appropriate treatment, support services, or signposting. Early intervention is particularly important, as unresolved psychological issues can worsen over time.
What are socially determined absences?
Socially determined absence occurs when the barriers preventing someone from working are related to circumstances in their personal or work environment rather than a medical condition.
Research suggests that a significant proportion of workplace absence may fall into this category. These situations can sometimes be mistakenly treated as medical problems when the real challenges may be social or practical.
Why is it important to identify socially determined absence?
Correctly identifying socially determined absence allows organisations to avoid unnecessary medical interventions.
Instead, the focus shifts to understanding the real barriers preventing a return to work. By addressing those barriers directly—through appropriate support and resources—HCB helps employees move towards meaningful and sustainable outcomes.
Why does early intervention matter?
Early engagement with employees is a key part of the BPS approach. The sooner the underlying causes of absence are identified, the sooner appropriate support can be provided.
Early intervention can prevent problems from escalating, particularly in cases involving psychological or social factors, and can significantly improve the chances of a successful return to work.