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Pledge – the Working with Cancer pledge supports employers to stand together and provide a supportive, recovery-forward culture at work for people with cancer. Sign up to show your support.

Policy – it might provide a helpful starting point for someone feeling daunted by the prospect of a conversation about their diagnosis. You could include wording explaining how you’ll:

• support individuals with decisions around any communication with colleagues (whether the individual wants to share their diagnosis or keep it private);
• help them deal with not being around so much during treatment;
• approach any physical changes, career reassurance, and the supportive, collaborative approach you’d like to offer.

Proactivity – you’ll want to think carefully about how you share your thoughts on the supportive culture you’re looking to achieve. Consider:

• what support you can offer managers and whether training is appropriate;
• whether counselling can be offered;
• whether you can commit to extra flexible working and days off as a minimum;
• if your leaders can share their thoughts on the support they want to offer.

Manager support – whether reviews, monthly catch-ups or something else, regular one-to-one meetings should help managers identify those in need of support, giving them an opportunity to discuss their needs and any concerns.

Flexibility – ensuring employees have access to flexible working arrangements to help manage any changes in their family setup (such as childcare, school pick-ups, and house moves) can make all the difference.

Counselling resources – whether you offer them through an EAP helpline or signpost to other external resources, it’s a valuable opportunity for employees to talk through their personal journey and secure additional emotional support.

Policy – only 9% of employees said their employer had a specific policy to support them through a separation. Creating a policy to encapsulate the support you’re able to offer shows empathy, provides reassurance and support engagement.

Impact – 56% of parents report inadequate paternity leave as negatively impacting their mental and physical well-being. 20% of fathers also feel that taking parental leave risks a possible career setback, and that’s just the tip of the iceberg.

Benefits – a more progressive approach to paternity is a factor for 60% of fathers when finding a new role. It helps employees feel an improved connection and appreciation for you as their employer. It boosts retention. It helps negate the financial instability that statutory minimum payments can cause. It goes some way to breaking traditional gender divisions in child care responsibilities. It improves personal relationships, bonding with their child, and building long-term connection – the list could go on!

Flexibility – if you’re not yet in a position to offer an enhanced paternity package, can you have more open and proactive conversations to embrace creative flexible working arrangements to allow fathers to be more present at home?

See how you compare – this ‘league table’ has taken Glassdoor’s Best Places to Work 2022 and listed them based purely on their paternity leave policies. How do you compare?

What has the government rejected?

Protected characteristic – the government have refused to make menopause a protected characteristic under the Equality Act 2010 (EA). There’s been growing case law to show that it’s possible for menopausal symptoms to amount to a disability for the purposes of the EA providing a level of protection from potential discrimination.

Menopause leave and model policies – said to be ‘unnecessary’. Instead the government wants to focus on sharing best practice to support individuals and encourage flexible working arrangements to help manage symptoms.

Do we need legislation?

One in 10 women are likely to leave their job because of menopause symptoms. Need a few ideas to avoid becoming another statistic?

Policy – proactively build an open culture of understanding to support those affected. A great policy is just the beginning – it’s all about how you put it into practice. You’ll find ours on Intelligent Employment.

Training – 77% of businesses don’t train their managers about menopause. Creating understanding around menopause isn’t just for those who may be affected. Training colleagues will help normalise discussion and enable everyone to approach conversations with confidence.

Proactive steps – create menopause champions within the workplace, ensure any uniform is lightweight and breathable, provide portable desktop fans, cover the cost of NHS HRT prescriptions, be open to flexible working patterns and home-working to help manage symptoms…we could go on!

Aim – the Bill aims to create parity between MHFA and physical first aid. Current legal obligations for employers don’t cover mental health support at work and refer only to the provision of physical first aid. The Bill aims to help better spot the early signs of mental health challenges at work.

Why – mental health issues accounted for 51% of work-related illnesses last year. Having one (or multiple) trained Mental Health First Aiders means that you have specific individuals with the knowledge to ensure employees are directed to the right support when they need it. Looking at the bigger picture, ensuring every employee (or at least every manager) receives even basic level training and information about mental health issues should form part of any comprehensive well-being strategy.