Government Wellness

Workforce Healthcare offers the public sector an extensive range of healthcare services for a holistic approach to employee health and wellness management.

We can assist government departments to comply and achieve wellness targets within their prescribed priority areas. Our programme is structured in alignment with government’s pillars

Pillar 1 – HIV/Aids and TB management
Pillar 2 – Health & productivity management
Pillar 3 – SHEQ management
Pillar 4 – Wellness management

PILLAR 1: HIV/AIDS and TB management

HIV/AIDS and TB are two of the major health and wellness challenges facing South Africans today. People with latent tuberculosis (TB) are increasingly becoming infected with HIV, and many more are developing active TB because HIV is weakening their immune system.


  • The outcome of prevention is obtained by reducing the vulnerability of new infections of HIV and TB through sexual transmission
  • Early detection of STI’s
  • Increasing awareness of HIV and TB through education and health promotion
  • Encouraging individuals to know their status

Treatment care and support

  • Increased VCT (voluntary counselling and testing), as well as providing an experienced case manager to assist in counselling the employee and his / her family members. The cornerstones of this are ethics and confidentiality
  • Assistance in obtaining ARV’s (anti-retrovirals), whether it be through private or state facilities
  • Human Rights and access to justice
  • Adherence to legislation and policy surrounding the barriers to human rights
  • Informing those infected of ways to combat discrimination

Research, Monitoring and Evaluation

  • Dedicated account manager to research, monitor and evaluate the behavioural change of those infected, by conducting regular observations, continual systems improvement and policy research

Pillar 2: Health and productivity management

Health and productivity management (HPM) are convergent efforts to promote and maintain the general health of employees through prevention, intervention, awareness, education, risk assessment and support in order to mitigate the impact and effect of communicable and non-communicable diseases and injuries on the productivity and qualify of life of individuals.
(Extract fromThe DPSA – Employee Health and Wellness Strategic Framework for the Public Service, November 2008)

Workforce Healthcare’s programme includes the following:

Occupational health education and promotion

  • Occupational health standards are developed and monitored through the use of technology for continuous improvement by engaging employees
  • Our dedicated case managers have sound interpersonal skills to monitor behavioural changes, as well as develop programmes to promote and maintain the general health of employees

Injury on duty and incapacity due to ill-health

  • In line with the implementation of PILIR (policy and procedure on incapacity leave and ill health retirement) health and productivity management offers a system to manage conditional leave and investigate accidents and injuries
  • Through our absenteeism programme, we have the capability to assist the health risk manager

Mental health/psychosomatic illnesses

  • Stress is measured in terms of psychosocial and physical demands of the workplace. Programmes are develop to recognize mental health and provide support options which are confidential and non-stigmatizing
  • Focus is on the provision of tools to provide the employee to manage stress effectively through counselling and training

Disease management and chronic illnesses

  • Development of programmes for improvement of employee health and reduction of workforce turn-over by implementing barriers to disease management
  • Conducting tests, monitoring sicknesses and assessing health and inspections

Pillar 3: SHERQ management

This SHERQ Pillar provides for increased responsibility of political and executive leadership to ensure that government departments conduct their affairs in an accountable, responsible, transparent and sustainable manner as decent citizens to promote the health and wellness of their employees and the quality of services delivered to the public, the sustainability of the environment for the long term effects of adding value to economic growth. (Extract fromThe DPSA – Employee Health and Wellness Strategic Framework for the Public Service, November 2008)

Workforce Healthcare’s programme includes the following:

Occupational health and safety management

  • All employee health and wellness practitioners have the ability to recognize health hazards and to diminish work procedures, symptoms and discomforts, thereby minimising risk rating results and occurrences of accidents in the workplace
  • An occupational health and safety practitioner is appointed to implement a plan for usage of workplace equipment that is safe

Environmental management

  • Development and implementation of appropriate ergonomic programmes which will yield productivity in the workplace, designed for individual comfort and workplace productivity
  • Development of individual wellness programmes to promote a healthy work life balance

Risk and quality management

  • Identification of hazards, determination of harm and damage and the evaluation of risks and precautions thereof
  • Development of disaster management plans and post recovery plans

Pillar 4: Wellness management

Individual and organisational wellness is represented by this pillar. Individual wellness is the promotion of the physical, social emotional, occupational, spiritual, and intellectual wellness of individuals. Organisational wellness promotes an organisational culture that is conducive to individual and organisational wellness and work-life balance in order to enhance the effectiveness and efficiency of the Public Service. (Extract fromThe DPSA – Employee Health and Wellness Strategic Framework for the Public Service, November 2008)

Workforce Healthcare’s programme includes the following:

Individual wellness (physical)

  • Establishment of fitness, exercise and recreation facilities to, as well as inviting health professionals to educate and inform on wellness issues
  • Provision of health risk assessments, education and prevention programmes

Individual wellness (psycho social)

  • Implementation of prevention programmes to manage emotional wellness, used to enhance emotional intelligence, such as self esteem
  • Skills development programmes with counselling on emotionally challenging issues, such as debt management, trauma counselling, depression and anxiety

Organisational wellness

  • To promote organisation culture that is conducive to individual and organisational wellness that will enhance effectiveness and efficiency
  • The development and implementation of programmes to reduce absenteeism and train and develop employees

Work life balance

  • To promote work life balance in order to assist employees in enjoying the quality of life
  • Implementation of support programmes to assist employees in meaningful self-fulfilling achievements and enjoyment of their work


To positively influence the health and wellness of employees through early detection of exposure to health hazards and diagnosis of illnesses and providing interventions that ensure the overall health and wellbeing of an individual.

Call 011 532 0200 for assistance

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