KUALA LUMPUR, Oct 30 — With non-communicable diseases (NCDs) on the rise among workers in Malaysia, experts are calling for companies to create healthier workplace environments.
This includes promoting nutritious eating habits and offering health screenings in shaping employees’ overall wellbeing.
Dr Azwan Abdullah Al-Hadi, general manager of health, safety and environment at Kossan Rubber Industries Bhd, said since employees spend the majority of their waking hours at work, companies must create environments that not only prioritise productivity but also foster healthy habits.
“We spend at least eight to 10 hours a day at work, and you cannot separate that from your life,” Dr Azwan said at the Industry Leadership Summit 2024: The Future of Health in the Malaysian Workplace held on October 10.
“It’s important to ensure that what you do at the workplace isn’t just about work, but also about promoting healthy habits.”
The conference was organised by the Galen Centre for Health and Social Policy and supported by PMCare Sdn Bhd, a managed care organisation.
Promoting Healthy Eating Habits
One initiative, called “Health By Numbers”, outlined by Dr Abed Onn of the Academy of Occupational and Environmental Medicine Malaysia, encourages employees to meet specific health goals, such as smoking zero cigarettes, consuming five servings of fruits and vegetables daily, taking 10,000 steps daily, and maintaining an optimal body mass index of 25 (BMI).
In Singapore, Dr Abed said companies have gone a step further by offering healthier food options at a discount, subtly shifting employee behaviour by making junk food more expensive. Over time, employees began to recognise both health and financial benefits from making healthier choices.
“Gradually, people began to realise, ‘I’m saving 50 cents or a dollar’, but it takes time,” Dr Abed said. “You can do the same with vending machines. For example, there is Coke and there is matcha green tea.
“You could price the Coke 20 cents higher to make the healthier option more appealing. Over time, people will start to view healthy food as a way to save money. These are the kinds of initiatives that can help change behaviour, but it takes time,” Dr Abed said.
Incentives For Health Screenings
Beyond promoting healthy diets, offering incentives for regular health checkups is another key strategy. Many workers in Malaysia avoid health screenings even when offered for free.
“The perception is, out of sight, out of mind. You don’t go for a checkup, you don’t find anything wrong, so you think you’re fine. But that might not be the case,” said Malaysian Medical Association (MMA) president Dr Kalwinder Singh Khaira.
Dr Kalwinder suggested that companies reward employees not only for low absenteeism, but also for taking proactive steps like undergoing health screenings. Early detection of health issues not only significantly reduces long-term risks but boosts employee productivity.
“I’ve been told that if somebody takes no MC (medical leave) the whole year, they’ll get a reward. Why don’t companies change that policy and reward someone who goes for a medical checkup instead? Incentivising is important,” Dr Kalwinder said.
Dr Azwan said companies can implement policies that make health checkups mandatory as part of their workforce management, as early detection of illnesses benefits both employers and employees by preventing long-term health issues that may affect productivity.
“It has to be a two-way effort,” said Dr Azwan. “Employers benefit from early detection, and employees are healthier in the long run.”
Dr Azwan said pre-employment medical checkups are often the only time companies have detailed knowledge of an employee’s health. “After that, it’s usually private and confidential, and we lose track of their health. Regular checkups once a year or every two years would allow us to re-engage with employees about their health,” he said.
Having An Open Culture On Health And Wellbeing
To create a supportive workplace, human resources, occupational safety teams, and top management must lead the charge in destigmatising conversations around health.
Employees often hesitate to participate in health screenings due to concerns about how their health may affect their job performance, appraisals, and chances for promotions.
Many employees are hesitant to speak about their health conditions as they fear that complications from NCDs like diabetes, cancer, or heart disease may negatively impact their work performance, annual reviews, and opportunities for promotions or bonuses.
Dr Abed said HR professionals should encourage open discussions about health and help employees understand that seeking help is a proactive step rather than a sign of weakness.
“It’s not so much that they don’t want to share with HR, but they are trying to avoid situations where their health impacts their performance,” he said. “If you’re in HR and approached by employees with these concerns, please encourage them to think about how they can avoid or minimise those complications.”
HR should also avoid blame as feelings of shame can further alienate employees from speaking about their health and seeking medical help.
Supporting Cancer Survivors’ Return To Work
Companies can also implement proactive recruitment policies to help employees who have recovered from NCDs, such as cancer survivors, re-enter the workforce, as many are still capable of performing at a high level.
Dr M. Murallitharan of the National Cancer Society Malaysia (NCSM) noted that with advances in treatment, many cancer survivors are able to maintain “70 to 80 per cent” of their productivity – comparable to a high-performing employee.
“People are not dying from cancer anymore,” said Dr Muralitharan. “A lot of people go into something called ‘stable disease’ or ‘remission’. With new medications, I’ve got patients who are living six, seven years without getting sick. They can work, they can run marathons, and yet, we have no mechanism to reintegrate them into the workforce.”
Dr Murallitharan said 25 per cent of NCSM’s staff are cancer survivors.
NCSM health promotion lead Dr Leevyadhashiny Ganasan urged employers to recognise that while some cancer survivors may return to work with limitations, these challenges can be managed with proper planning and support.
“Many survivors are eager to come back stronger and want to feel normal at work,” she said. “Creating a safe space for their reintegration can help them maintain their routines and thrive in the workplace.”
With global cancer rates rising, companies can also promote cancer screenings to employees and the public as part of their community outreach.
NCSM, in collaboration with the Asia Cancer Forum (Japan), launched the Beauty (Bringing Education and Understanding to You) and Health project in 2022. This community-based, digitally driven initiative aims to improve cancer-specific health knowledge, literacy, and risk-reduction practices through local barbershops and beauty salons in Malaysia.
Asia Cancer Forum representative director Dr Norie Kawahara highlighted that cancer control efforts face challenges, including slow diagnoses, unequal access to care due to socioeconomic factors, and high dropout rates in treatment.
Through the Beauty and Health project, local barbershops and beauty salons will serve as health communication platforms to promote cancer prevention and screening. These venues are frequented regularly, making them effective communication hubs for both men and women.
Mental Health Issues Gaining Increased Attention
As awareness grows, addressing employees’ mental health needs is becoming not only a moral imperative but also a necessity for businesses navigating the complexities of today’s workplace landscape.
“One of the things I’ve noticed recently is the impact of financial status on workers, especially as the cost of living has gone up, and they’re struggling to cope with the stress,” Dr Abed said.
“One of the steps we’ve taken is to invite AKPK (Credit Counselling and Debt Management Agency) to speak to employees about managing their budgets and expenditures. We must not forget that many of our employees, especially in lower ranks, are facing real financial stress in this day and age,” Dr Abed said.
Dr Ahmad Syarifuddin Ramlan, head of the Medical Opinion Unit at the Social Security Organisation (Socso), said that Socso compensates an average of 400 to 500 claims annually for mental illness, as mental health issues gain increased attention.
He explained that mental illness can qualify for compensation if the condition prevents a worker from earning at least one-third of their previous income.
Disorders such as schizophrenia and major depression may be considered, but only after the patient has undergone extensive treatment, including electroconvulsive therapy or multiple antipsychotic medications.
Strategies To Support Malaysia’s Ageing Workforce
Beyond mental health, challenges related to ageing have also become increasingly important in workplaces as the demography of the country shifts. This has prompted companies to develop strategies to improve the health of their workers and meet the needs of an ageing workforce.
Dr Gogillan Sevaratnam, vice president of the Malaysian Society of Occupational Health Doctors, expressed concern about workplaces “aggravating” risks for pre-existing conditions and NCDs that could worsen over time.
“For example, a worker with an NCD like diabetes often struggles to find healthy food at work because many workplaces, or nearby areas, mostly offer nasi lemak stalls and similar food choices in canteens,” he said.
“This worker isn’t getting a diet that aligns with their health needs. This is especially true among shift workers. When you have an NCD and work night shifts – as many industries run 24/7 – you’re left with even fewer healthy options among eateries open late.”
Meanwhile, Malaysian Employers Federation (MEF) vice president Mohd Farid Shah Mohd Basir believes that many employers are not offering the right health benefits.
“When we design benefits, they don’t always promote the right behaviours. We’ve heard that prevention is better than cure. If you think wellness is costly, try sickness,” he said.
“That’s why when we create our benefits framework, it should encourage wellness at work. In most organisations, medical benefits are reactive: if you’re sick, go to the hospital, and the company will cover it. But we should incentivize wellness.
“For example, core benefits could be supplemented by rewards for employees who embrace wellness. If employees underutilise their medical benefits, those savings could be redirected to reward them,” Mohd Farid said.
PMCare Sdn Bhd chief executive officer Kamal Aryf Baharuddin said recent events, particularly the Covid-19 pandemic, have brought health into sharp focus, both as a personal asset and a corporate responsibility.
“It is essential to recognise the current challenges in Malaysia’s workplace and health landscape. The rapid changes in our work environment, along with emerging health issues, demand our immediate attention and innovative solutions,” Kamal said.
PMCare Sdn Bhd healthcare solutions general manager Dr Fong Yeat Min added that in an ever-changing world, organisations must be prepared for unforeseen challenges. He said a resilient workplace should be capable of adjusting and thriving despite adversity.
