On the other hand, improvements in healthcare are also reasons for the upsurge in the aging workforce, enabling employees to continue working longer than ever before. Aging workers offer a depth of expertise, and employers are asking them to stay in their jobs longer to train the younger generation. They are loyal and productive, and organizations strive to retain these individuals, but they must also take precautions to keep older workers safe.

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The new workers' comp claim

Although occupational injuries seem to decrease as employees age, the injuries that do occur are often more serious, more costly and require prolonged recovery time. According to the 2012 National Council on Compensation Insurance (NCCI) study, aging injured workers experience 50% higher medical costs and 25% higher indemnity costs on average compared with their younger counterparts.

An increasing vulnerability comes into play with the aging workforce due to memory problems, slower reaction time, loss of balance, muscle weakness and declining vision and hearing. This makes physical demands difficult, which can lead to slips, falls and strains. According to the Centers for Disease Control and Prevention, falls are the leading cause of death in people age 65 or older.

Related: 10 ways to reduce slips, trips and falls in your business

Comorbidities will also become a complicating factor on most claims. We may even see an increase of claims with multiple comorbidities, such as obesity and diabetes, or diabetes and hypertension. In 2016, Harbor Health Systems, a One Call Care Management company, conducted a study of comorbidities and found that claims with multiple comorbidities experienced a 341% increase in total incurred costs and 285% more in temporary total disability (TTD) when compared with the control group. A key cost driver is the incidence of these chronic conditions, which increases with age, making the treatment of a workplace injury more complex and prolonging recovery time.

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Older employees may need some help to minimize workplace injuries, including ergonomic redesign of their jobs or workstations. (Photo: Shutterstock)

The new mindset

The good news is that employers can do their part to proactively prevent these serious injuries from occurring. The first step is to recognize the most common injuries affecting their aging employees and understand why they occur. Employers can obtain injury trend data to identify areas for improvement so workers can meet the physical requirements of their jobs.

Related: Why workers' compensation treatment guidelines matter

The second step is to take a proactive approach by developing a plan to prevent injuries and ensure older employees are working smarter on the job. Harnessing your human resource department is essential in designing and implementing safety and ergonomic initiatives. Obtaining direct feedback from the aging workforce is also valuable and ensures higher levels of participation during program rollout.

Establishing a job safety and ergonomic analysis can be key to keeping older workers free from injuries. The job safety analysis identifies potential pitfalls within a job by taking a step-by-step approach to looking at how the job is done, while an ergonomic analysis matches aging workers to a job and work environment that accommodates their needs and limitations. Likewise, employers should make it a best practice to verify whether aging workers have chronic conditions. Employers can conduct medical evaluations, gaining insight on past and current medical conditions that may interfere with performing the job safely. By applying these assessments, injuries are avoided, and employers save money in the long run.

Related: Solving the aging workforce dilemma

One size doesn't fit all

Employers can also implement wellness programs to promote health in aging workers, allowing them to perform current job duties better, longer and safer. More than two-thirds of all U.S.-based employers offer some type of wellness program. There is no "one way" to design and implement wellness initiatives, but they should be relevant to the needs of the specific workforce and shouldn't only reward people who are already healthy. Whether these programs include bike-to-work, nutritional counseling or weight-management initiatives, they can help to reduce the risk of a number of comorbidities, including obesity, diabetes and hypertension. Wellness programs can be as simple as reimbursing employee gym membership costs or as involved as constructing a gym or health center within the workplace and offering classes such as yoga and spinning. Through wellness programs like these, aging workers can improve their strength, flexibility and balance, which in turn prevents those most common injuries like falls and strains from occurring.

An investment in workplace adjustments and health initiatives for aging workers not only benefits the worker but can also add value and profit for the employer. The International Foundation of Employee Benefits Plans reports that for every $1 spent on wellness, employers can expect to save up to $3 in healthcare costs. Similarly, a study by Harvard University researchers concluded that for every $1 invested in wellness, employers can expect to save approximately $3 in absenteeism costs. Disease-management programs are particularly effective in terms of providing cost savings for diabetes and other chronic conditions, for instance.

Ultimately, employers must make safety a priority by implementing a proactive strategy that addresses the unique needs of the aging worker. Matching workers with the job they can perform today and in the future as well as offering wellness programs and continuous assessments ensures safety and prevents injuries.

Related: 9 things insurance agents can do to help employers manage workers' comp costs

Kevin Glennon is vice president of clinical programs at Jacksonville, Florida-based workers' compensation solutions provider One Call Care Management. Email him at [email protected].