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.
Supporting mental fitness at work pt.1 – keeping your finger on the pulse
With a new Bill working through parliament aiming to create a legal requirement for mental health first aid at work, we’re looking at how you can proactively support mental fitness within your business.
In this update, we’re looking at how you keep a pulse of ‘how it’s going’ and support employee well-being where it’s needed.
Taking your teams’ pulse – engagement surveys; simple, but effective. They don’t have to be long or complicated but asking your team ‘how it’s going’ on a regular basis is a great way to identify if someone is struggling and gives you the opportunity to proactively support. We’ve included an engagement survey within our mental health toolkit for employers. Click here for more info.
Don’t rely on self-reporting – make sure well-being is a two-way conversation. Even if a survey is anonymised, employees might not feel able to share how they’re doing. Empower your managers with the tools, skills and training to sensitively approach members of their team in real time and discuss what support is required and how they can help.
Stay connected – whilst we’re definitely seeing more of a shift back to office-based working, we shouldn’t forget the impact of remote working and the barriers it can create to effective communication. Encourage teams to make the most of face-to-face meetings and video calls where possible (stay off emails and the phone if they can).
One size won’t fit all – what worked for one person might not work for another. Actively listening to concerns and caring personally about finding a supportive solution for their needs goes such a long way. Don’t forget to remind employees about any Employee Assistance Programmes you might have or signpost them to external resources that can provide financial, well-being and other support.