Welcome guest, please log in here   |    T +44(0)115 7180333   |   E   info@halborns.com

Keeping up to date

We take seriously our responsibility to keep you up to date so that you can use changes in employment law to commercial advantage. By understanding and interpreting the latest case law and legislation we can deliver updates to you that are concise and usable. With imagination, we are able to ensure that developing law can be used to allow you to achieve commercial solutions, cost effectively and expediently.

Balancing support for mental fitness with a drive for performance

Posted on: February 11th, 2021 by Ginny Hallam

The last 12 months have been like no other. Whether it’s juggling home-schooling, concerns about safety, or even worrying about job security – mental fitness has recently taken a blow.

Here are some practical tips to maintain an environment that supports mental fitness meaning you can confidently continue to drive performance:

Care personally – communication is key. Understanding how individuals are doing, personal challenges at home or at work, and areas you can support means you may be able to help them maintain their mental resilience. Access our informal mental fitness agenda (here) to help structure your conversation.

Create flexibility – for those team members struggling with mental fitness, changes to their working hours, taking leave, job-sharing or buddying up may help.

Ask the experts – asking a medical expert for a better understanding of a mental health condition should provide clarity and a better opportunity to communicate proactively and support meaningfully.

Mental health toolkit

Promoting employee well-being and mental fitness creates a more engaged workforce, reduces sickness absence, and drives performance. We’ve created a user-friendly toolkit providing you and your managers the knowledge, skills and tools necessary to support your team’s mental health needs within the wider employment law context. If you’d like to find out more about what’s included, click here.


This update is accurate on the date it was sent (18 February 2021), but may be subject to change which may or may not be notified to you. This update is not to be taken as advice and you should seek advice if anything contained within affects you or your business.