Musculoskeletal (MSK) conditions remain one of the leading causes of workplace absence in the UK, affecting millions of employees and placing a substantial burden on organisations through lost productivity and rising sickness absence rates. With delays in NHS treatment and limited access to timely support, many workers continue to manage pain or discomfort alone — often without disclosing their struggles. This can lead to long-term absence, presenteeism, and a gradual decline in overall health and wellbeing.
Employers have a critical role in creating healthier, more inclusive workplaces by proactively supporting workplace musculoskeletal health. Cultivating an open culture and embedding prevention-focused MSK support strategies can reduce the risk of absence while promoting long-term employee health and wellbeing.
The following seven evidence-based MSK support strategies offer practical ways to reduce MSK-related absence and improve workforce health.
1. Create an Open and Supportive Culture Around Workplace Musculoskeletal Health
Employees may hesitate to speak up about aches and pains due to concerns about job security or stigma. Employers should foster an environment where discussing MSK health is normalised and encouraged. Clear communication about available support services and reassurance that disclosures will be handled confidentially can help remove barriers.
2. Intervene Early to Prevent Long-Term Absence
Waiting until an employee is off work before offering support is often too late, especially with NHS physiotherapy services facing long waiting lists and limited availability. Early intervention — while the employee is still working — significantly improves recovery and reduces absence duration, lowering costs linked to MSK absence and presenteeism. Training managers to recognise subtle signs of MSK difficulties and encouraging empathetic, proactive conversations can help address issues before they escalate. Early support may involve workplace adjustments, timely advice, or referral to specialist services such as private physiotherapy, occupational health, or virtual consultations. These options enable employees to access timely care and guidance that NHS services may not always provide promptly, supporting better health outcomes and organisational productivity.
3. Empower Employees to Take Ownership of Their Health
Providing employees with direct access to expert advice—such as confidential helplines, self-referral services, or workplace health resources—encourages timely support-seeking. When employees feel in control of their health decisions and understand how to manage their symptoms effectively, they are more likely to maintain productivity and reduce the risk of prolonged absence due to MSK issues.
4. Promote Ergonomics and Conduct Workstation Assessments
Prevention begins with creating an ergonomically sound working environment. Poor workstation ergonomics is a major contributor to MSK problems in the workplace. Regular ergonomic Display Screen Equipment (DSE) assessments help identify workplace hazards, reduce DSE-related risks and promote healthy work habits.
With more employees working remotely, it’s essential to ensure home workstations meet DSE standards too. Employers should not only carry out DSE assessments but also empower employees to take responsibility for maintaining ergonomic workstations—whether working in the office or remotely. This shared accountability reduces the risk of MSK strain, supports employee comfort, decreases pain and discomfort, and boosts productivity—ultimately lowering MSK-related absence and associated costs, benefiting both employees and employers.
5. Provide Training and Resources on MSK and DSE Health
Offer and encourage participation in health and wellbeing workshops or interactive sessions focused on MSK health and employee ergonomics training, including DSE. These sessions should cover self-care strategies, correct workstation adjustments, and the importance of regular breaks, movement, and staying active. Training can be delivered both online and in person to accommodate different work environments.
Provide employees with evidence-based wellbeing content that promotes self-care and practical, realistic solutions. Facilitating peer discussions around common pain points further enhances collective learning and motivates healthier work habits.
Effective training empowers employees to recognise behaviours that may contribute to discomfort and equips them with practical strategies to avoid injury and promote healthy work behaviours. Ongoing education supports managing both the physical and mental aspects of musculoskeletal health, helping to reduce MSK-related sickness absence and improve overall wellbeing and productivity.
6. Implement Flexible and Reasonable Adjustments
Collaborating with occupational health professionals allows for tailored reasonable adjustments that help employees remain at work or return sooner. These modifications are designed to suit specific roles and individual capabilities, supporting both the employee and the organisation by maintaining engagement, reducing absence, and sustaining productivity.
7. Foster Continuous Engagement and Holistic Wellbeing Support
Long-term success in managing MSK absence relies on ongoing engagement with employees and integrating mental and emotional wellbeing support alongside physical health initiatives. Encourage open dialogue through surveys, regular check-ins, or wellbeing champions to monitor health trends and identify emerging issues early. Providing access to mental health resources, stress management programmes, and holistic wellbeing initiatives supports employees as whole individuals, reducing MSK-related absence and supporting long-term workplace productivity.
Supporting Your Workforce: A Collaborative Approach
Effectively managing MSK health requires a proactive and joined-up approach, combining early intervention, education, practical workplace adjustments, and a supportive culture. By adopting these seven evidence-based strategies, organisations can reduce MSK-related absence and presenteeism while promoting long-term employee health, wellbeing, and productivity.
Organisations looking to strengthen their approach may benefit from tailored support—such as targeted education, wellbeing workshops, DSE assessor training, ergonomic DSE assessments, or self-referral services. A consultation can help identify the most effective, practical solutions based on your workforce’s specific needs.
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