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.
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.
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.
Pensions: Is your best and most costly employee benefit your least appreciated?
Pensions are often overlooked despite being a costly employee benefit. A government review found 12 million workers undervalue pension savings, but effective engagement strategies—using clear language, visual design, and face-to-face communication—can boost participation and employee satisfaction while supporting business retention.
Blood cancer: what you should know if an employee is diagnosed
Managers and HR professionals have legal responsibilities when supporting employees with blood cancer, which includes leukaemia, lymphoma, and myeloma. Blood cancer treatments vary widely—from intensive chemotherapy requiring months of recovery to manageable daily tablets—and employees are protected from discrimination under the Equality Act 2010 from the day of diagnosis.
One woman’s journey to the world of freelance
A career coach shares her transition from a 20-year corporate finance role to freelancing, driven by personal development training in NLP and soul-based coaching. Her journey reveals how self-discovery and structured learning empowered her to build a business aligned with her values and authentic self.
Why creating a culture of kindness and gratitude is more important than a discounted gym membership
Creating a culture of kindness and gratitude in the workplace has a more profound impact on employee wellbeing and productivity than standard benefits like gym discounts. Mental health issues cost UK employers £34.9 billion annually, but fostering appreciation among colleagues and managers can boost happiness, resilience, and engagement with minimal investment.
Your employees’ money worries are your business
Employee financial stress costs UK businesses billions in lost productivity annually. Employers who address their staff’s money worries through comprehensive benefits like income protection, critical illness cover, and workplace savings schemes can improve both employee wellbeing and business performance.
Cancer in the workplace: simple tips for employers
Over 750,000 UK workers are living with cancer, yet 71% of HR managers lack policies for supporting employees with a diagnosis. Maggie’s offers practical workplace strategies to help employers communicate effectively and prevent cancer-related job loss through vocational rehabilitation support.
Depression in the workplace: why is ‘good work’ important?
As workplace physical injuries have declined, mental health issues like depression and anxiety have surged, accounting for millions of lost workdays. Research shows that poor-quality work—characterized by high demands, low control, and inadequate support—can negatively impact mental health as severely as unemployment, highlighting the importance of fostering psychosocially healthy work environments.
Mental health – a competitive advantage in a demanding workplace
Mental health support in the workplace delivers significant business returns, with research showing that every pound spent on employee wellbeing programmes generates up to £4.17 in savings through reduced absenteeism and improved productivity. Happy, supported employees are 12% more productive, while companies investing in mental health initiatives see improved retention and competitive advantage in attracting talent.
Cancer in the workplace: how employers can prepare themselves
Employers must prepare for cancer in the workplace by addressing three key barriers: emotional responses to cancer, misconceptions about what cancer means, and lack of knowledge to support affected employees. Understanding that cancer varies greatly between individuals and avoiding blanket assumptions enables organizations to provide tailored, effective support.
Always switched on for work? Managing modern technologies – a joint effort
Modern information technologies enable constant work connectivity, but research shows employees need evidence-based policies and training to manage work-life balance. A comprehensive review of 56 studies reveals both negative and positive impacts of using ICTs for work during non-work time.
