National Self-Care Day in the Workplace: Prioritising Employee Well-being
Today - July 24th is International Self-Care Day! This annual celebration is an opportunity to raise awareness about the importance of self-care around the globe, promote self-care in your organisations and of course, take good care of yourself!
In today's fast-paced and demanding work environments, it's easy for employees to neglect their well-being amid mounting pressures and responsibilities. Recognising the importance of self-care for maintaining a healthy work-life balance, National Self-Care Day serves as a poignant reminder to employers and employees alike to prioritise their physical, emotional, and mental well-being.
The day encourages individuals to take time for themselves, focus on their well-being, and engage in activities that promote relaxation, stress reduction, and personal growth. In the workplace, observing National Self-Care Day can have profound effects on employee morale, job satisfaction, and overall productivity.
The Importance of Self-Care in the Workplace:
1. Enhanced Employee Well-being: A work environment that promotes self-care empowers employees to maintain their physical health through regular exercise, balanced diets, and sufficient rest. This, in turn, leads to reduced sick days and increased energy levels, resulting in better performance.
2. Reduced Burnout: Employees who are encouraged to practice self-care are less likely to experience burnout, a prevalent issue in high-stress workplaces. By taking time to recharge, individuals can better cope with stress and emotional exhaustion.
3. Boosted Productivity: Well-rested and emotionally balanced employees tend to be more focused and efficient in their work. A self-care culture can lead to higher levels of concentration, creativity, and problem-solving abilities.
4. Improved Employee Engagement: When employers show genuine concern for their employees' well-being, it fosters a sense of loyalty and commitment. Employees who feel supported are more engaged in their roles and more likely to stay with the company long-term.
Promoting Self-Care in the Workplace
1. Flexible Work Arrangements: Offer flexible work schedules or remote work options to help employees manage their personal and professional responsibilities better. This flexibility can lead to reduced stress and improved work-life balance.
2. Wellness Programs: Implement wellness programs that include physical activities, mindfulness sessions, and health workshops. Encourage employees to participate actively in these initiatives.
3. Encourage Breaks: Encourage regular breaks during the workday to prevent burnout and promote mental rejuvenation. Taking short walks, meditating, or engaging in brief stretching exercises can be incredibly beneficial.
4. Create a Supportive Environment: Cultivate a workplace culture that supports open communication and a non-judgmental attitude towards mental health issues. Provide access to counseling services if possible.
5. Lead by Example: Managers and leaders should prioritize their own self-care and communicate its importance to their teams. When leaders embrace self-care, employees are more likely to follow suit.
National Self-Care Day is a powerful reminder of the significance of prioritizing self-care in the workplace. By cultivating a culture that values employee well-being and implementing strategies that promote self-care, employers can create a happier, healthier, and more productive work environment. Investing in the physical, emotional, and mental health of employees not only benefits them individually but also results in a more engaged, loyal, and successful workforce. So, on this National Self-Care Day, let us commit to taking care of ourselves and those around us, fostering a workplace where well-being is a priority.
NEW BLOG - Mental Health Awareness Week
Supporting mental health in the workplace
Mental Health Awareness Week starts today the 15th of May, this year’s theme is anxiety. There are many steps employers can take to support staff experiencing mental ill health.
If an employee has poor mental health, it's important their employer takes it seriously and with the same care as a physical illness. For example, the employer should talk to the employee to find out what support they might need at work.
Mental health problems can happen suddenly, because of a specific event in someone's life, or it can build up gradually over time.
There are many types of mental health conditions, for example:
depression
anxiety
Spotting possible signs of a mental health problem
Not everyone will show obvious signs of poor mental health and it's important not to make assumptions. But some possible signs at work include:
appearing tired, anxious or withdrawn
increase in sickness absence or being late to work
changes in the standard of their work or focus on tasks
being less interested in tasks they previously enjoyed
changes in usual behaviour, mood or how the person behaves with the people they work with
It can be harder to spot these signs if employees are working from home. It's important for employers to regularly ask their employees how they're doing. They should help them to be open and honest about how they're feeling.
The sooner an employer becomes aware of a mental health problem, the sooner they can provide help and support.
Supporting your employees' mental health at work
If employees feel they can talk openly about mental health, problems are less likely to build up. This could lead to:
less time off for poor mental health
improved morale at work
Creating a supportive environment
As an employer, you must treat mental and physical health as equally important.
You should create an environment where your employees feel able to talk openly about mental health.
For example, you should:
make sure employees have regular meetings with their managers, to talk about any problems they're having
encourage positive mental health, for example arranging mental health awareness training and workshops, or appointing mental health 'champions' who staff can talk to
Supporting your team
You should be approachable, available and encourage team members to talk to you if they're having problems.
Your management style should suit the needs of each person. For example, if someone is working from home you could ask them if they prefer to talk over the phone, through video meetings or by email.
You should keep in regular contact with your team to check how they're coping.
You should check:
how they're feeling
how their work is going and if they need support
if they have the right set up when working from home
Support your employees
You should be approachable, available and encourage team members to talk to you if they're having problems.
Your management style should suit the needs of each person. For example, if someone is working from home you could ask them if they prefer to talk over the phone, through video meetings or by email.
Article sourced - acas.org.uk
Learn more: https://www.acas.org.uk/supporting-mental-health-workplace/supporting-your-employees-mental-health-at-work
Celebrating the Bank Holiday for King's Coronation Day in the UK for businesses
As we approach the upcoming bank holiday in the United Kingdom to commemorate the coronation of King Charles III, it's a great opportunity to reflect on the significance of this occasion and how it impacts our employees.
Bank holidays are an integral part of the UK's culture, and they are important for several reasons. It gives our employees the chance to take a break from work, spend time with family and friends, and participate in various community events. In addition, they allow us to recharge our batteries and come back to work refreshed and energized.
The coronation of King Charles III is taking place on 6 May 2023 and the extra Bank holiday will take place on Monday 8th of May. There are a number of HR implications organisations should consider in the run-up to ensure your HR function is fully prepared.
Opening or closing your business
1.Do you have to close your business on the day of the King's coronation?
It is not likely that any businesses will be required to close on the day. Those businesses which normally open on a Saturday will have to consider any changes to their normal arrangements in terms of staffing. Some businesses may decide to close, perhaps because they predict they will have no custom, or because they would like to give their employees the day off to watch the ceremony, but that will be at the discretion of employers.
Pay on the day
2. Should employees be paid extra for working on coronation day?
This will depend on the contract of employment so you should always check there to make sure the employee is paid correctly. Employees working on that Saturday who do not usually work on a Saturday may be entitled to more pay so that is worth checking. It is not likely that any contract will provide for extra pay for an employee who normally works on Saturdays in these circumstances.
Annual leave on coronation day
3. Do you need to give staff the day off?
Essentially, no. It’s not a bank holiday so it will be a normal working day for all those who would normally work on a Saturday, or who are rota'd on for working. You should apply your normal decision-making process on whether or not to allow annual leave to be requested on the day, or if you will have to decline it.
For some businesses, they may see a spike in their trade on the day, or weekend, of the coronation, especially those in the hospitality industry. This may mean as many staff members as possible are needed in work.
4. Can you stop staff from taking annual leave?
Yes, the usual rules will apply to annual leave around the coronation. Employers can designate days on which no annual leave can be taken by giving the minimum amount of notice on this. The amount of notice required is the same as the number of days in question e.g. if no leave would be allowed on one day, one day's notice is required. In practice, the more notice, the better. Employees will therefore know that if they ask for annual leave on that day, it will be declined.
5. Do you have to let employees cancel annual leave if their plans have changed because of the King's coronation?
If your open on the day of the King's coronation, you may get employees asking to cancel their pre-booked leave so that they can work instead because their plans have changed. You do not have to agree to the cancellation request, in which case the employee will still take the leave as they had originally planned.
It's advisable to agree wherever possible but if there are business reasons which would mean that the cancellation would cause disruption e.g. if you have already organised cover for the employee and it can't be changed, then you should inform the employee that you are unable to accept the cancellation request.
Article sourced - CIPD - HR inform
https://www.hr-inform.co.uk/news-article/your-essential-hr-guide-to-the-kings-coronation?mkt_tok=NDYzLVlCQy01MjUAAAGLPHJQcFUaMFYRy5R6pmMPDblo6p_NgyR3MweeL0RAREgaZoMxpE0X_Amgmqc2exbu33baHXVXhDUjcKoIXsgSSTEFatIdsiF4W4_T3SpryIhOJA
Blog - Time to talk menopause in the workplace!
Menopause is something that affects all of us, either someone who will go through it or someone who knows someone going through it, so we all have a responsibility both at work and at home to increase our awareness and knowledge in order to offer support to those going through the perimenopause and menopause.
Menopause usually occurs between 45 and 55 years of age although can arrive earlier for some! Symptoms begin in perimenopause, which is the time before menopause and on average, most symptoms last around four years or longer!
Yet beyond hot flushes, the symptoms of menopause and the effects these can have on people’s lives are not always well known. Whilst some people may experience minimal symptoms, the NHS also included a wider variety including difficulty sleeping, problems with memory and concentration, headaches, mood or anxiety, amongst others.
Published data from the Office for National Statistics show that “menopausal women are the fastest growing workforce demographic”, and that with the rising state pension age, one in three people in the workforce will soon be over 50.
As a manager, you have an important role to play in ensuring that anyone experiencing menopausal symptoms gets the same support and understanding as if they had any other health issue. It is important that employers feel equipped to provide appropriate support to employees. Menopause in the Workplace points out that managers do not need to be menopause experts, and it is not the role of a manager to offer medical advice. Awareness of symptoms can be helpful, but not everybody has the same experience of menopause, so take care not to make assumptions. If you are concerned about an employee, asking how they are is a good place to start. There is nothing to be embarrassed about, and from an open conversation, you may be able to identify ways to support an employee. By keeping an open mind, it may be possible to identify adjustments (if appropriate) that would really help them to manage their symptoms and their impact on their working life..
CIPD have produced a helpful guidance document for managers. https://www.cipd.co.uk/Images/line-manager-guide-to-menopause_tcm18-95174.pdf
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Changes to the National Minimum Wage (NMW) rates confirmed for 2023/24
The National Minimum Wage (NMW) receives a review every year. There’s no commitment to increase the amount, but the hourly total does change from time to time.
If you pay any of your staff the NMW and you fail to increase their pay correctly, Employers could be breaking the law, as well as given a hefty fine.
With that in mind, here’s everything you need to know and how to remain compliant with the changes.
What is the National Minimum Wage?
The NMW came into force in July 1998 via the National Minimum Wage Act. It defines a minimum hourly rate you should pay your employees and workers.
These rates are subject to review and change in April every year.
In the Autumn statement on 17 November 2022, the first under new Prime Minister Rishi Sunak, it was confirmed that the National Living Wage (NLW), paid to those aged 23 and over, will rise to £10.42 from 1 April 2023, as recommended by the Low Pay Commission (LPC). This increase means that for an NLW worker working 37.5 hours per week, the increases announced today will increase their annual pay by £1798.83 and their monthly pay by £149.90.
This is an increase of 9.7 %, the largest ever increase to the NLW, and ensures that the NLW continues on track to reach the Government’s target of two-thirds of median earnings by 2024.
Changes to the National Minimum Wage (NMW) have also been announced. All of the increases are set out below:
Rate from April 2023
These figures along with a full report and the evidence relied on when calculating these increases will be laid before parliament in the coming weeks.
The LPC recommendations for NLW and NMW rates
The LPC submitted its recommendations on 24 October 2022. The Government has today announced its acceptance of those recommendations.
The LPC’s recommendations on the NLW are informed by a Government-set target for that rate to reach two-thirds of median earnings by 2024. In this year’s remit, the Government asked the LPC
“to closely monitor developments in the labour market, including the impact of increases to the minimum wage rates, and advise on emerging risks. The government remains committed to the 2024 target, but if the economic evidence warrants it, the Low Pay Commission should advise the government to review the target or its timeframe. This emergency brake will ensure that the lowest-paid workers continue to see pay rises without significant risks to their employment prospects.”
Information on NLW / NLW age bands and rates
Following LPC recommendations in 2019, the age threshold for the NLW was lowered from 25 to 23 in April 2021 and is due to be lowered to 21 by 2024.
Rates for workers aged under 23, and apprentices, are lower than the NLW to reflect lower average earnings and higher unemployment rates. International evidence also suggests that younger workers are more exposed to employment risks arising from the pay floor than older workers. Unlike the NLW (where the possibility of some consequences for employment have been accepted by the Government), the LPC’s remit requires us to set the rates for younger workers and apprentices as high as possible without causing damage to jobs and hours.
A note on the NLW and the Real Living Wage
The NLW is different from the UK Living Wage and the London Living Wage, which is calculated by the Living Wage Foundation. Differences include that:
the UK Living Wage and the London Living Wage are voluntary pay benchmarks that employers can sign up to if they wish, not legally binding requirements;
the hourly rate of the UK Living Wage and London Living Wage is based on an attempt to measure need, whereas the National Living Wage is based on a target relationship between its level and average pay;
the UK Living Wage and London Living Wage apply to workers aged 18 and over, the National Living Wage to workers aged 23 and over. The Low Pay Commission has no role in the UK Living Wage or the London Living Wage.
New SSP, SMP etc pay rates for 2023/24 Announced
The Department of Work and Pensions has announced new rates for statutory maternity, paternity, adoption, parental bereavement and shared parental payments to be applied from April 2023, as well as the new rate for statutory sick pay.
The rate for 2023/24 for statutory maternity (SMP), paternity (SPP), adoption (SAP), parental bereavement (SPBP) and shared parental pay (ShPP) will increase from £156.66 to £172.48 per week. Additionally, the rate of statutory sick pay (SSP) is also set to increase from £99.35 to £109.40 per week.
The minimum weekly amount an individual must earn to be entitled to these payments will remain at £123.
Exact dates of implementation are yet to be confirmed, and it is worth noting that they do not all usually increase on the same date as each other. Based on previous years, it is expected that SMP, SPP etc will increase on 2 April 2023 and SSP will increase on 6 April 2023.
Employers who have employees on sickness absence, or maternity leave etc, in the run up to April 2023, must remember to factor in the increases for these employees where their absence continues past the rate change date, as well as employees who go on sick leave, maternity leave etc after the new rates are in place.
This largely completes the statutory rate updates for April 2023, as NMW and NLW rates have already been announced:
Mental Health Blog
"Make mental health and well-being for all a global priority!"
While most of us know the importance of looking after our mental health, this can become more difficult in working environments where there are often many distractions. In busy offices or other workspaces, prioritising our mental health can take a back seat while we focus on client deadlines, communicating with colleagues, career progression and many other elements. However, despite the distractions, there are things employers can do to ensure mental health isn’t declining in the workplace.
Why is it important to look after our mental health while working?
Despite this being a topic that many still find difficult or uncomfortable to talk about, experiencing mental health issues at work is becoming increasingly common. With so much time spent at work, ensuring we are looking after our mental health is even more important. There are many benefits to empowering good mental health in the workplace, and not just for the individual employee.
Mental health risk factors in the workplace
To support mental health in your company and avoid the major pitfalls, you should understand what can positively or negatively change an employee’s mentality at work. The WHO lists these major mental health factors for the workplace:
• Stress is far and away the largest risk factor in employee mental health. Deadlines, quotas and the many metrics for business performance can all induce stress in employees. While small amounts of stress are typical for a workplace, undue and excessive stress creates major risks that should never be ignored.
• Harassment and bullying are other major risks. The WHO has issued multiple warnings and provided resources to deal with workplace harassment. Harassment can take many forms, but the bottom line is that an employee feels antagonized at work.
• Poor communication is often cited as a source of workplace stress for employees. That stress can have poor mental health outcomes, sometimes even leading to clinical problems.
• Limited participation is another major risk. When employees feel they are not part of the decision-making process, they often feel isolated or underappreciated. These feelings contribute to poor mental health in the workplace.
• Poor working hours – whether too long, too inflexible or too late – create physical health problems in the workplace that can compound mental health risk factors. If a work schedule prevents an employee from getting proper sleep or sufficient social interaction outside of the workplace, it can create a negative trend for that individual’s mental health.
How to support employees’ mental health:
You and your human resources team play a vital role in supporting employee mental health. It is your responsibility to create an inclusive workplace and provide the necessary support for your team. We spoke with experts to identify the top ways you can support your employees.
1. Educate your team.
Facilitating a supportive company culture starts with you, the employer. If you haven’t done so already, host a companywide meeting to address the pandemic and how it can impact mental health. Educate your team on how to improve self-care, reduce workplace stress and avoid burnout. It can be beneficial to hire a health professional to speak about these topics and answer questions that employees may have.
“Hiring a mental health professional to talk to employees outlining practices to promote good mental health and to point out signs that it may be time to seek professional help can empower employees to take action toward improving their own mental health,” said Ames.
2. Host regular check-in meetings.
Since mental wellness can quickly change, it is important to regularly check-in with your employees. After hosting a companywide meeting, Kara Lissy, clinical coordinator and psychotherapist at A Good Place Therapy, recommends that each department manager schedule one-on-one meetings with their team members. Here, the manager can discuss any follow-up questions the employee may have and review the company’s mental health benefits in more detail.
“Sometimes during large team gatherings people are hesitant to speak up and are more likely to confide in a one-on-one setting,” said Lissy. “Making mental health a regular part of your check-ins can also help assuage some stigma associated with the topic.”
3. Encourage proper self-care.
Employees may be hesitant to take time off or speak up about any struggles they are experiencing. Promote the importance of self-care and lead by example so your employees focus on their mental health. Consider offering paid time off for mental wellness days or schedule team breaks so your employees can mentally reset.
“Provide a companywide set time for all employees to take a formal ‘walk’ together, assuming they can move, and the weather allows,” said Yudhishthu. “This ensures everyone collectively takes a 30-minute physical and mental break without returning to 10 unread emails and Slack messages.”
4. Facilitate clear communication.
Communication is key, especially during a time when many are working remotely. It is easy to fall into a pattern of “out of sight, out of mind,” but having a remote team is even more of a reason to have clear, consistent communication. Communicate with your employees clearly and compassionately about your current company policies and mental health treatment options. If your employees have questions, know whom they can turn to for answers.
“In light of such unprecedented times, HR professionals can help ensure employees have the support they may need by offering regular, open and consistent communication with their employees,” said Ogilvy. “Many employees are coping with feeling overwhelmed and anxious as they adjust to working from home, a location that may not be optimal for their productivity due to conflicting responsibilities.”
5. Implement supportive workplace mental health policies and resources.
There are several mental health support resources available that you can offer your employees. For example, you should be offering your team an employee assistance program (EAP), bereavement leave, grief counseling, and a list of in-network network therapists, psychiatrists and mental health clinics.
“An essential benefit is an EAP, which gives employees access to expert, confidential assistance for issues such as substance abuse, relationship strife, financial problems and mental health conditions,” said Yudhishthu. “These services are offered through an outside provider that connects employees with the appropriate resources and professionals. These programs enable companies to provide professional assistance to employees while allowing them confidentiality at work.”
Regardless of what mental health coverage and employee wellness resources you offer, make sure they are up-to-date and easy to access. The World Health Organisation (WHO) has released its recommendations for employers to help them better the mental health of their employees.
These evidence-based guidelines include advice on helping organisations to provide staff training, feel confident offering individual and group interventions, and challenge stigma in the workplace.
http://www.who.int/campaigns/world-mental-health-day/2022