Why resourcing is everyone’s business
Effective resourcing requires full business engagement, not just HR expertise. As workplace change accelerates and employer branding becomes crucial to attracting talent, managers play an increasingly vital role in workforce planning, identifying skill needs, and authentically representing company culture.
How and why wellbeing proactivity pays
Proactive employee wellbeing strategies benefit all companies regardless of size or budget. Research shows that employers investing in wellness programs see improved retention, reputation, and profitability, with FTSE 100 companies emphasizing mental health reporting three times higher profits than those that don’t.
Workplace benefits uptake: map employee lifecycles to benefits
Maximize employee benefits uptake by aligning your benefits program to key stages of the employee lifecycle—from recruitment through separation. Tailor benefits to match employee demographics and life circumstances, moving beyond one-size-fits-all approaches to deliver relevant, personalized benefits at each career stage.
It’s National Sickie Day. Let’s analyse this dangerous abstraction…
National Sickie Day highlights the highest absence rates of the year, but labeling certain reasons as “bad” absences—like depression or seasonal mood disorders—is dangerous. The article argues that wellbeing is individual, and workplaces must stop homogenizing absence and instead tackle stigma around mental health reasons for time off.
Employee benefits uptake: why less choice is more
Expanding employee benefits choice doesn’t automatically boost satisfaction. Research suggests that employers should focus on essential protection and wellbeing benefits rather than offering numerous options employees rarely use or appreciate.
Employee benefit uptake: 4 thoughts to better results
Low employee benefit uptake represents a significant financial loss despite substantial organizational investment. By understanding staff preferences, tailoring offerings to employee needs, and improving accessibility, companies can dramatically increase utilization and transform benefits into a genuine return on investment.
Beyond employee benefits: How to create a culture that sticks
Creating a lasting company culture requires more than just employee benefits. Leaders must intentionally set the tone and values that align with organizational goals, while fostering a positive working environment where employees feel empowered and engaged to do their best work.
How to build and maintain an effective wellbeing strategy
Discover how to build a wellbeing strategy that benefits both employees and employers. Learn to understand employee needs through data and feedback, then design programs addressing health, financial wellbeing, and productivity goals that drive recruitment, retention, and engagement.
Why we need a new approach to conflict resolution
Workplace conflict costs UK businesses £33 billion annually, yet traditional HR approaches fail to resolve it effectively. Organizations need a comprehensive conflict management strategy and updated resolution techniques that prioritize relationship-building over rigid, adversarial procedures.
Authenticity is the only way to engage with the smartphone generation
Authenticity and clear messaging are essential for recruiting youth talent. Smartphone-native job seekers demand personable, relevant content delivered on mobile platforms, while corporate jargon and business-speak discourage applications and deter candidates across socio-economic backgrounds.
Seven employee benefits that help build resilience
Seven employee benefits can help build workforce resilience by reducing stress and supporting mental health. These include resilience training, professional development programs, employee assistance programs, and other workplace initiatives that empower employees to manage difficult situations and recover effectively.
One man’s experience of life after cancer
A cancer survivor shares how returning to work after treatment brought both positive normality and unexpected emotional challenges, including anxiety about recurrence and depression—highlighting why employer understanding of long-term side effects matters.
Why communication is key to supporting employees with cancer
Open communication between managers and employees with cancer is essential for providing appropriate support. Line managers should initiate private conversations, listen to employees’ needs, and discuss workplace accommodations, flexible working options, and available support services. Regular follow-up discussions help employees make informed decisions about continuing or returning to work during treatment.
Why you should be offering returnships to career-breakers – and how to get started
Returnships are paid internship programs designed to help professionals re-enter the workplace after career breaks. Despite 75% of job seekers expressing interest, only 4% of UK employers currently offer these schemes, representing a significant untapped opportunity to access skilled talent and build diverse teams.
How can line managers support employees with cancer?
Line managers play a crucial role in supporting employees with cancer by facilitating reasonable workplace adjustments and open communication. With 47% of cancer survivors forced to change roles due to their diagnosis, early support helps employees remain in work during and after treatment while managing long-term effects like fatigue and depression.
How to tackle workplace discrimination against people with cancer
People with cancer are legally protected from workplace discrimination, yet nearly one in five cancer survivors report facing unfair treatment when returning to work. HR professionals and employers must understand their legal obligations under the Equality Act and implement reasonable adjustments to support affected employees.
Home worker wellbeing: how to manage it properly
Managing home worker wellbeing requires addressing psychological risks like social isolation and lack of informal learning opportunities. Managers should maintain open communication through effective technology, regular check-ins, and create formal support systems to help remote employees feel connected and supported in their role.
6 ways to support the health and wellbeing of shift workers
Shift workers face significant health risks including cardiovascular disease, obesity, and sleep disturbances. Employers can support employee wellbeing through workplace wellness programs, recognition initiatives, and practical measures like maintaining clean environments and offering rejuvenation services.
What to do when you want to prepare for retirement
Prepare for retirement by exploring income opportunities, understanding your finances, and getting proper advice. Learn practical strategies for managing pensions, taxes, and savings to achieve a better retirement future.
Do your HR policies and processes support employees with cancer?
Many employers lack HR policies supporting employees with cancer, despite one in two people facing a cancer diagnosis in their lifetime. Inadequate understanding of cancer’s physical and emotional effects, combined with poor communication, often leads to workplace discrimination and costly legal claims.
