Financial wellbeing: why women are being left behind
Women face significant financial disadvantages throughout their careers and into retirement, earning less, saving less for pensions, and accumulating less wealth than men. Despite government initiatives to address gender pay gaps, employers must prioritize financial education and wellbeing strategies that account for barriers women encounter, including career breaks for childcare and unequal pension outcomes.
Mental health at work: why employers need to embrace psychological diversity
Employers must move beyond basic wellbeing programs to embrace psychological diversity, recognizing that mental health exists on a spectrum and is shaped by unique biological, psychological, and social factors affecting each employee differently.
Mental health crisis: time for real change
The construction and nuclear industries face significant mental health crises requiring systemic change beyond awareness programs. While training mental health buddies and reducing stigma help, addressing root causes like financial stress, long hours, isolation, and job insecurity is essential for real improvement.
Gender equality: why we need to talk about unpaid care
Women perform over three times more unpaid care work than men globally, and addressing this inequality benefits businesses through improved employee retention, productivity, and brand loyalty. Companies can gain competitive advantage by offering family-friendly policies and challenging gender stereotypes that perpetuate unequal care responsibilities.
Mental health at work: the rise of work separation anxiety
Work separation anxiety—an increasing mental health concern where employees fear time away from work—stems from blurred boundaries between professional and personal life. Characterized by worry about tasks piling up during leave or reluctance to take sick days, this issue is driven by modern “always on” culture and workplace pressures that prioritize work over wellbeing.
Heatwave: how can HR take care of their employees in hot weather?
During heatwaves, HR professionals must implement reasonable workplace adjustments to protect employee health and safety. Key strategies include providing cooling measures like fans and water, relaxing dress codes, offering frequent breaks, and supporting vulnerable workers. While there’s no legal maximum temperature threshold, employers have a duty of care to ensure comfortable working conditions.
From ‘fika’ to offline time: three lessons from European countries about stress management
European countries offer valuable stress management strategies for UK workplaces. France’s “right to disconnect” law limits after-hours emails, while Nordic countries employ work-life balance representatives elected by employees to monitor wellbeing and prevent burnout.
Presenteeism and leaveism: can you recognise these attendance problems in your workplace?
Presenteeism and leaveism are workplace attendance problems where employees come to work while ill or work during leave instead of taking time off. Recognizing these patterns—and the red flags behind them—helps HR professionals create a healthier workplace culture and prevent employee burnout and liability.
‘Double stigma’ – LGBT+ and mental health issues in the workplace
LGBT+ employees often face a “double stigma” when experiencing both mental health challenges and workplace discrimination. Discover how businesses can create more inclusive, supportive environments where all employees feel safe being themselves and seeking mental health support.
Disability discrimination: why HR needs to better understand epilepsy
People with epilepsy face widespread workplace discrimination despite anti-discrimination laws, with unemployment rates more than twice that of non-epilepsy populations. HR professionals often lack understanding about the condition, making unfair assumptions about seizures and necessary workplace adjustments, leading many employees to hide their diagnosis.
Employee wellbeing: how to handle parental bereavement
New UK legislation requires employers to provide bereaved parents and primary carers at least two weeks’ paid leave following the loss of a child under 18 or a stillbirth after 24 weeks of pregnancy, effective April 2020. Employers should review their compassionate leave policies and provide additional support beyond the minimum entitlement to help grieving employees transition back to work.
Mental wellbeing: why the creative industry is harming its employees
Creative industry workers are three times more likely to suffer mental health problems than the general population, driven by job insecurity and poor leadership rather than lack of perks. Addressing this crisis requires cultural change and emotionally intelligent management, not superficial wellness benefits.
Four ways to ensure the wellbeing of women at work
Female employees face unique wellbeing challenges that employers often overlook with generic policies. Women experience higher mental health issues at work, juggle caregiving responsibilities, and remain underrepresented in leadership roles despite making up 47% of the UK workforce. Discover four evidence-based strategies to support women’s wellbeing in your organization.
Different people, different needs: mental health and older workers
Older workers may struggle to discuss mental health at work due to generational attitudes toward workplace silence, even when companies have support systems in place. Employers need tailored approaches and ongoing engagement to help older employees feel safe speaking up about their wellbeing challenges.
How employee recognition can support wellbeing
Employee recognition platforms strengthen workplace wellbeing by fostering peer-to-peer appreciation, building social connections, and empowering employees to express gratitude. This technology complements traditional recognition to embed a positive culture across the organization.
Workplace mental health: how to be caring, not just compliant
Employers can support workplace mental health meaningfully without complexity or high costs through a simple three-staged approach. Research shows 70% of employees experience mental health issues, yet fewer than half have access to employer support, creating risks of absenteeism and turnover while companies that prioritize genuine care gain competitive advantage.
Dig deeper: how to take our humanity out of hiding
Creating human-focused workplaces requires moving beyond surface-level solutions to address three behavioral traps that keep organizations trapped in outdated patterns. True sustainable change demands understanding the deeper systems at work, particularly how our over-reliance on consistency and control undermines genuine humanity in the workplace.
Mental health: why a digital detox is essential for both wellbeing and productivity
Constant digital connectivity harms mental health and sleep, but strategic detoxing can help. Learn three practical strategies to manage technology use: set clear boundaries with others about response times, schedule dedicated screen-free periods before bed, and create device-free time with loved ones to reduce anxiety and improve wellbeing.
Workplace culture: why it’s time to bust the myth of the ‘ideal worker’
Workplace cultures that demand total dedication to work—the “ideal worker” myth—harm both employee wellbeing and organizational performance. Research shows that requiring staff to prioritize jobs over life leads to disengagement, reduced trust, and dishonesty, while employees struggle with strategies to manage these unrealistic expectations.
Are you really awake? Why conscious leaders are key to unlocking wellbeing
Conscious leadership is essential for workplace wellbeing, moving beyond gym memberships to foster a healthy culture where employees can truly switch off. Research shows mentally well employees boost organizational performance, yet many workplaces rely on curative approaches rather than building mental fitness through physical, emotional, social, financial, and digital wellbeing.
