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EDF Energy - Zero Harm

Bupa Workwell Engagement and Wellbeing Award - Big Tick 2014, Shortlisted, Reaccredited 2015, 2016.

EDF Energy has broadened its Zero Harm strategy to include the physical and mental wellbeing of employees, mutually reinforcing engagement and wellbeing – and achieving great results.

Social impacts

  • Training programmes and expert advisor visits enabled employees to share health and wellbeing knowledge with friends and family. E.g. A factsheet on avoiding flu contributed to 3,500 employees signing up for a free flu vaccination.
  • Following the success of the Zero Harm campaign, EDF Energy has been approached by other EDF Group companies to help them replicate it.
  • Employees took part in numerous ‘get fit’ charity challenges, raising more than £100,000 for company charity Marie Curie Cancer Care, six months ahead of schedule.

Business impacts

  • Employees are recognising EDF Energy’s commitment to improve wellbeing with 51.7% saying support for tackling stress has improved, compared to 17.8% in 2012. i
  • The number of primarily work-related ill health cases is down by 17%, with research showing a strong link between supporting employees who are stressed and retention.
  • 76% of employees agree that management are interested in the wellbeing of employees compared to 72% in 2012.

A healthy workforce is fundamental to our ambition of Zero Harm and aligns with the Government’s Responsibility Deal to improve public health, which we have signed up to. Therefore, I expect everyone to play their part in creating a healthy workplace. Our approach to wellbeing recognises the importance placed on quality of life at work and putting into practice the principles throughout our company.

- Vincent de Rivaz,
CEO, EDF Energy

EDF Energy has a long history of investing in occupational health and safety. The company wanted to broaden out its commitment to ‘Zero Harm’ by extending its programme to embrace employee wellbeing, mental health, stress resilience and general health, alongside conventional health and safety concerns.

The programme included:

  • Flu vaccinations available to all employees.

  • Routine blood pressure and cholesterol checks.

  • Health kiosks available to employees to measure and monitor personal health scores.

  • Occupational health therapists on site, monitoring mental and physical health.

  • A musculoskletal health initiative, ‘Every Body’.

  • A focus on healthy eating, in partnership with catering suppliers.

  • Training for managers to recognise signs of mental ill health and a bespoke e-learning course in stress management.

  • Engaging the Trade Unions in the process, which included signing a unique charter which combined wellbeing and safety.

The programme has achieved:

  • 17% reduction in work-related ill health

  • 6% improvement in engagement scores

  • In 2013, EDF Energy achieved its best ever safety performance, reducing its lost time incident rate by 86% in six years. Its rate of 0.47 incidents per million hours worked is the industry’s best. The reduction in staff absence has delivered savings of £1.2m.

In 2014, 52 per cent of employees who completed the annual sustainability survey said the company’s support for tackling stress had improved (compared to 18% in 2012).  This has had a positive impact on retention: 13.6% of employees who discuss stress levels weekly would consider leaving EDF Energy compared to 37.9% who never discuss it.

[i] EDF Energy's Annual Sustainability Survey