Employment & Pensions Blog: Ways to promote wellbeing in the workplace

In this blog we explore how employers can take steps to help protect their employees’ health and wellbeing.

January is often considered a challenging month as it follows the end of the festive season. It brings with it dreary weather, the worries of trying to stretch that last pay check to the end of January and a general sense of there not being a huge amount to look forward to. It’s important for employers to remember that small actions can improve staff wellbeing and promote positivity, which in turn will pave the way and benefit both the employee and employer. 

What the Law says

Employers will be well aware of their “duty of care” towards their employees in that they must do all they reasonably can to support their employees’ health, safety and wellbeing at work. This includes making sure that their working environment is safe, any necessary risk assessments are carried out and any support required is put in place. 

Aside from what the law says, it is often the little things that go along way and promote wellbeing in the workplace. 

Mental Health and Stress at Work

Mental health issues are generally the hardest to spot. It is therefore important for employers to be aware of the possible signs that may indicate that an employee may be struggling. These include:

• Appearing tired, anxious or withdrawn;
• Having an increase in sickness absences/ lateness to work;
• A sudden dip in standards of work; 
• A lack of interest in carrying out work related tasks; and/or
• Changes in usual behaviour, mood and interaction with colleagues.

Mental health and stress often go hand-in-hand with each other as stress can often exacerbate mental health issues and impact wellbeing. Whilst stress may be work-related, employers should note that stress may also be caused by external factors, such as financial hardships, dealing with a loss, family issues and/or poor health. The signs of stress are very similar to those noted above.

Employers are encouraged to proactively put in place measures to maximise wellbeing and in circumstances where managers begin to notice some of the signs we have itemised above, we encourage employers to reach out to the employees concerned and promote a space where these individuals can freely voice any issues they may have. This will in turn allow employers to remind employees of the benefits they offer or put in place any further support that may be required to assist staff at work. 

Employer Support and Benefits

Recommended support and benefits can include:

• Launching a wellbeing employee programme offering regular health checks and tips; 
• Counselling services (whether through external health professionals or employee assistance programmes);
• Offering paid or unpaid leave to attend “wellbeing” appointments;
• Offering free lunchtime/after work classes (such as yoga, medication or breathwork); 
• Arranging workshops/training on managing stress and wellbeing at work;
• Offering healthy snacks in the office; and
• Providing a subsidised gym membership to encourage physical wellbeing. 

Employers can also be creative in the additional support they offer, especially where moods are low particularly in the winter, darker months. For example, they can focus on employee engagement and take time to discuss professional goals to help drive motivation for the year ahead. They can offer employee feedback and promotions where appropriate to make staff feel appreciated and valued. They can encourage staff to adopt a healthier lifestyle by promoting flexibility in working hours to allow for a work/life balance and practice sensitivities when dealing with any issues.  

Comment

Employers are encouraged to implement a wellbeing policy at work. This will help identify stress/mental health issues and set out measures to help reduce or eradicate stress and promote wellbeing. It may also be useful for managers to complete regular refresher training on ways to support employee health and wellbeing at work. 

In terms of employee benefits, employers should ensure that employees are aware of the benefits available to them and how they can access such benefits.

If you have any questions on this, or any other area, please get in touch with a member of the Employment Team.