Garu MP Calls for a Radical Overhaul of Workspaces to Combat the NCD Crisis – Life Pulse Daily

Introduction

On 9 October 2025, Dr. Thomas Anabah, the Member of Parliament (MP) for Garu, used the platform of the Ghana Health and Labour Summit 2025 to issue a bold directive to every employer in both the public and private sectors. He urged a radical redesign of workspaces that places employee health at the core of daily operations. According to the World Health Organization (WHO), non‑communicable diseases (NCDs) such as cardiovascular disease, cancer, chronic respiratory disease, and diabetes account for roughly 43 % of all deaths in Ghana. The MP warned that work‑related stress, unhealthy lifestyle choices, and unsafe environments are accelerating this national health catastrophe.

Dr. Anabah’s call to action is anchored in the summit theme, “Mobilising Against NCDs: The Role of Workplaces in Safeguarding Employees’ Wellness.” He argued that workplaces must evolve from mere production sites into powerful prevention hubs that protect the nation’s most valuable asset—its human capital.

Analysis

Statistical Landscape of NCDs in Ghana

The WHO’s 2024 Global Health Estimates reveal that NCDs are responsible for 1.1 million deaths worldwide each year, with Ghana contributing a significant share. National health surveys indicate that:

• Cardiovascular disease accounts for 22 % of all deaths.
• Cancers represent 12 % of mortality.
• Diabetes and chronic respiratory diseases together make up roughly 9 %.

These figures translate into a growing burden on the National Health Insurance Scheme (NHIS), private insurers, and the public health system.

Workplace‑Related Risk Factors

Research from the Ghana Health Service and international occupational health bodies highlights several workplace conditions that exacerbate NCD risk:

1. Poor Nutrition: Limited access to healthy meals in canteens encourages high‑salt, high‑fat diets.
2. Alcohol Consumption: Social drinking culture in some industries increases the prevalence of liver disease and hypertension.
3. Physical Inactivity: Sedentary desk jobs and lack of active breaks lead to obesity and metabolic disorders.
4. Extended Working Hours: Overtime and shift work disrupt circadian rhythms, raising the likelihood of cardiovascular events.
5. Environmental Pollution: Illegal mining activities near factories release heavy metals and particulate matter that impair respiratory health.

Economic Consequences

The financial impact of NCDs extends far beyond health expenses. A 2023 study by the Ghana Institute of Management and Public Administration (GIMPA) estimates that NCD‑related productivity loss costs the economy GHS 3.2 billion annually. Additional consequences include:

• Higher absenteeism and presenteeism rates.
• Increased medical claims that strain the NHIS and private health plans.
• Long‑term disability payouts and early retirement.
• Erosion of the nation’s competitive edge in the global market.

These data underscore Dr. Anabah’s assertion that “a healthy workforce is the engine of a productive nation.”

Summary

Dr. Thomas Anabah’s appeal at the Ghana Health and Labour Summit calls for a comprehensive transformation of workplaces across Ghana. By integrating health‑focused design, proactive wellness policies, and cross‑sector collaboration, employers can directly curb the rising tide of NCDs, reduce healthcare expenditures, and boost national productivity.

Key Points

Practical Advice

Designing a Health‑Centric Workspace

Employers can begin by re‑thinking the physical layout of offices and factories:

1. Ergonomic Furniture: Adjustable chairs and desks reduce musculoskeletal strain.
2. Natural Light & Ventilation: Maximising daylight improves mood and reduces eye‑strain, while proper airflow mitigates respiratory risks.
3. Green Spaces: Indoor plants or rooftop gardens contribute to stress reduction and air purification.
4. Active Design: Stairs placed prominently, walking tracks, and standing workstations encourage movement.

Implementing Employee Wellness Programs

Well‑being initiatives should be systematic, measurable, and inclusive:

• Health Risk Assessments (HRAs): Annual screenings for blood pressure, glucose, and BMI help identify early NCD markers.
• Nutrition Policies: Subsidised healthy meals, vending‑machine reform, and nutrition education workshops.
• Physical Activity Incentives: On‑site fitness classes, gym memberships, or “step‑challenge” competitions.
• Stress Management: Access to counselling, mindfulness sessions, and flexible work arrangements.
• Substance‑Use Support: Confidential programs for alcohol reduction and smoking cessation.

Policy and Governance Framework

To embed health into corporate DNA, organizations should adopt clear policies:

1. Develop a Workplace Health Charter aligned with Ghana’s Occupational Safety and Health (OSH) Act.
2. Assign a dedicated Wellness Officer responsible for monitoring program outcomes.
3. Integrate health metrics into performance dashboards and annual reports.
4. Engage trade unions in co‑creating health standards, ensuring employee buy‑in.

Points of Caution

While the benefits are compelling, employers must navigate several challenges:

• Financial Outlay: Initial investment in ergonomic furniture, health screening tools, and program staff may strain budgets, especially for small‑to‑medium enterprises (SMEs).
• Cultural Resistance: Some workers may view wellness initiatives as intrusive or as a “soft” approach to productivity.
• Data Privacy: Collecting health data requires strict compliance with Ghana’s Data Protection Act to avoid legal exposure.
• Measuring Impact: Quantifying the return on investment (ROI) of wellness programs can be complex; robust monitoring systems are essential.
• Regulatory Alignment: Programs must align with the Labour Act, OSH regulations, and NHIS reimbursement policies to avoid penalties.

Comparison

Case Study: South Africa’s Workplace Health Promotion

South Africa’s National Department of Health launched the “Workplace Health Promotion Programme” (WHPP) in 2018, focusing on:

• Mandatory health risk assessments for employees in high‑risk sectors.
• Partnerships with private insurers to subsidise wellness benefits.
• Legislative incentives, such as tax deductions for companies that meet health‑promotion benchmarks.

Within three years, participating firms reported a 12 % reduction in sick‑leave days and a 7 % decrease in health‑related insurance claims. Ghana can adapt similar incentive structures, leveraging the NHIS for partial cost‑sharing.

Lessons from the United Kingdom’s NHS Workplace Strategy

The NHS introduced the “Healthy Working Lives” framework, which emphasizes:

1. Integrated mental‑health support for staff.
2. Evidence‑based ergonomics across hospitals and administrative offices.
3. Continuous professional development on lifestyle medicine.

Outcomes included a 15 % drop in staff turnover and measurable improvements in patient care quality—demonstrating that employee health directly influences service delivery.

Legal Implications

Ghana’s legal environment provides both obligations and opportunities for employers seeking to reform workplaces:

1. Labour Act 2003 (Act 651): Requires employers to provide a safe and healthy working environment. Failure to address NCD‑related hazards could be deemed non‑compliance.
2. Occupational Safety and Health Act 1999 (Act 853): Mandates risk assessments for occupational hazards, including chemical exposure from illegal mining activities.
3. Data Protection Act 2012: Governs the collection, storage, and use of personal health information obtained through HRAs or wellness programs.
4. National Health Insurance Scheme (NHIS) Regulations: Employers can claim certain preventive health services, reducing the financial burden of program implementation.
5. Trade Union Agreements: Collective bargaining agreements may incorporate health‑promotion clauses, requiring joint employer‑union oversight.

Non‑adherence can lead to penalties, legal disputes, and reputational damage. Conversely, proactive compliance can qualify firms for government incentives and enhance corporate social responsibility (CSR) ratings.

Conclusion

Dr. Thomas Anabah’s appeal marks a pivotal moment for Ghana’s labour market. By treating workplaces as strategic battlegrounds against NCDs, employers can safeguard employee well‑being, cut healthcare costs, and boost national productivity. The transition demands coordinated effort—policy reform, financial commitment, cultural change, and rigorous monitoring. Yet the payoff—a healthier, more resilient workforce—aligns perfectly with Ghana’s broader development goals and its ambition to lead on the global stage at the 80th United Nations General Assembly.

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