As we move a yr for the reason that preliminary lockdown, it’s a superb time for employers to replicate on staff wellbeing and the help supplied by their organisations. This time final yr, many people discovered ourselves swiftly packing up our issues within the workplace and started working from dwelling for the primary time. Few of us realised simply how lengthy these new preparations would final, or what different challenges employees is likely to be introduced with, corresponding to issues about furlough, redundancy, or juggling work with childcare and home-schooling.
Whatever the dimension or sector of an organisation, workers are certain to be fighting their mental health greater than typical due to the pandemic. It’s within the pursuits of employers, notably HR professionals and line managers, to advertise employees wellbeing, together with figuring out and tackling any work-related causes of poor psychological well being. Employers that put money into employees wellbeing sometimes report elevated employees morale and productiveness; and decreased illness absence and turnover. Beneath the Equality Act 2010, employers have a authorized obligation to place in place affordable changes to help any disabled workers and this will embrace employees experiencing psychological well being issues in sure circumstances. Changes might embrace modifications to working hours, roles and obligations. We additionally encourage employers to supply help measures and changes to anybody experiencing poor psychological well being no matter whether or not or not they meet the Act’s definition of ‘disabled’.
Employers have been extremely adaptive in mild of the pandemic, for instance by shortly updating insurance policies and procedures, corresponding to round versatile furlough; prioritising inner communications to maintain employees up to date and adapting office wellbeing initiatives to allow them to be accessed remotely. At Thoughts, employees are supplied versatile working hours, entry to an worker help programme (EAP) and reflective observe periods with a skilled counsellor. We shortly moved our subsidised yoga and Pilates courses from the workplace to digital courses on-line. We’re additionally trialling a digital e-book membership and the Random Espresso Initiative: a buddy system randomly pairing colleagues collectively for a cuppa and a chat.
It’s not simply concerning the help supplied, it additionally must be nicely promoted, simple to entry and meet the wants of a workforce. Recurrently surveying employees about their very own wellbeing and their views on wellbeing interventions will permit an employer to determine what’s working nicely and what isn’t, and alter their strategy accordingly. With poor mental health rife throughout the nation, supporting employees wellbeing has by no means been a higher precedence for employers.
Emma Mamo is head of office wellbeing at Thoughts