This World Mental Health Day 2024, the focus is on our mental health at work. We have known for many years that the UK has a mental health crisis and that many employers fail their staff in this area. A recent survey from Robert Walters found the following:
71% of UK employers currently offer wellbeing benefits to their staff
83% of professionals have at some point experienced poor mental health at work in the last 12 months
58% of professionals state that it feels like a ‘box-ticking exercise’
However, 80% haven’t accessed their employer provided mental health support
Although three-quarters of companies now offer employee wellbeing programmes, 83% of professionals state they’ve experienced mental ill health at work in the past 12 months!
In my own personal experience, I think it is so important that a wellbeing culture is embedded at work from management downwards. Employees should feel safe to express how they feel or if they are going through difficult times- be that bereavement, trauma, depression and anxiety or other forms of mental illness, stress at home and work – and to be well supported if disclosing any confidential information. Similarly, we should be striving to have a workplace where mental health is as recognised as physical health (and prioritised).
As Mind say, “We’re in the middle of a mental health crisis. 2 million people are currently stuck on waiting lists for NHS mental health services. And on top of this, mental health stigma is still a significant issue. Real people, being left behind by a broken mental health system.“
Due to lack of service provision, it is even more important for employers to look after their staffs mental health, on today World Mental Health Day and going forward.
I would love to hear how you find mental health at work too,
While we might think that everyone is a buttoned-down professional, everyone has their own relationship to their work. But what about returning to work after a long time away? Maybe you’ve been on maternity leave, have suffered an illness, been struggling with mental health, or have been off work for a variety of reasons.
However, it’s true that settling back into the regular working cycle is often a form of mental health and self-care in itself. This is because work is hard, as is balancing a job around personal priorities. As such, it’s important to get out there, to make the right preparations and to believe you can do it. The secret is that you really can, even if you had to fight against your previous employer thanks to their lack of labor law compliance tracking.
With that in mind, let’s discuss how to brace yourself for a return to work, even after a long time away.
Plan Ahead For Your Transition
Your employer likely knows that you have a period of unemployment in the past, and may have asked you about it. If you were candid about it and still gained the job, your employer will likely understand. For the first couple of weeks, you might ask to do staggered days or part-time shifts, then slowly move into full-time. It can’t hurt to ask.
Alternatively, you might integrate a full month of regular 9-5 work to onboard, and then consider remote working from that point on. Planning ahead for your transition, making these requests, or asking for any appropriate support measures can be key. For example, perhaps you need to visit your physiotherapist once a week for mobility assistance. Laying this all out on the table is healthy, because you have nothing to be ashamed of, and reasonable provisions must be made for you (as they legally ought to be for anyone who experiences a personal condition or disability).
Refresh Your Skills & Knowledge
Even the most capable professional can feel rusty in their skills after a period away, as work isn’t like riding a bicycle, it takes a little adjustment period to feel your best. As such, you might ask to review certain work materials before you start, such as the company structure, role boundaries and parameters, and specific preparations to make.
In some cases, you may have the tools to play around with before you start. If you’re working in the content production section of a marketing department, you might focus on Premiere Pro revision or editing software understanding once more, checking out the new updates to see what has changed. This way, you arrive at the new place a little sharper and more practiced.
Get Into The Daily Schedule Beforehand
You may have a couple of weeks before you start work again, which is a great practice period for getting used to your new schedule. You might begin waking up early in the morning and going to bed early, to help your body clock adjust to the new normal. You could even take the commute a few times to make sure you relax into it, and don’t have to worry about being late for your first day. If taking the train during rush hour or figuring out the best route to drive, that can give you great peace of mind. If you are struggling with your mental health, definitely reach out for support.
Moreover, you might prepare your lunch the night before just to get into the habit, or purchase your train tickets set to be valid by a certain date. Getting into the swing of things allows you to avoid feeling tired out or a little shocked when you settle back into work. You don’t want to wake up for your first day tired, irritable, and hungry, but energised and ready to get started. If you have work anxiety, its OK speak to a trusted friend, family member or therapist and seek support.
Don’t Try & Reinvent The Wheel
Most people like to give a good impression as they turn up to a new job for the first time, but that doesn’t mean you have to become the employee of the year in the first week. Just take it easy, and follow the onboarding plan. That’s all you have to do to begin with. Sure, you might be involved in new meetings, but you don’t have to lay out a large vision or plan just yet. Sure, you might be an integral part of the team, but you don’t need to take everyone’s work on immediately.
It takes time to adapt to a new workplace, and any manager worth their salt understands that. This is also a period to ask as many questions as possible, even if they seem silly on the surface. After all, if you don’t ask now, when will you? Moreover, if you’re a little rusty, don’t be afraid to admit that and slowly sharpen your skills. You don’t have to put every insecurity out there of course, but don’t feel like you have to be perfect, because that’s the quickest way to make a mistake.
Manage Stress & Anxiety Responsibly
It’s natural for people to feel a little stressed at work, and if you have anxious feelings, a new job is fertile ground for them to surface. But you can manage your anxiety with care. You might use supplements to help you (consult a doctor first), and this could include valerian root which is know to deal with mild stress, or ashwagandha, a herbal blend known to relax. Use what works for you and is approved by your doctor, and if advised against taking it or if they clash with any medications you take, make sure to stay well clear. Seeing a therapist can also be helpful.
Moreover, breathing exercises, good sleep schedules and hygiene, and the willingness to take each day at a time can help you feel more relaxed in no time. The first few weeks can be worrying, but sooner rather than later you may begin to feel at home.
With this advice, you’ll be certain to brace yourself even after a long absence preceding your return to work.
Unlock the secrets of modern recruitment: Discover tips for hiring new talent in 2024 and stay ahead in the competitive market.
In the dynamic landscape of recruitment, timing is crucial, employers constantly strive to minimise the time it takes to fill vacant positions while ensuring they find the best talent for their teams, and with the evolution of recruitment strategies and the integration of technology, the recruitment process has undergone significant changes in 2024. Similarly, it is really important to boost wellbeing at work and have strategies in place to support employees when you recruit and HR can assist with this.
Let’s explore how long it takes to recruit a new employee in the current landscape.
Streamlining the Recruitment Process
Traditional recruitment methods often involved time-consuming processes, including manual resume (CV) screening, multiple rounds of interviews, and lengthy decision-making cycles. However, in 2024, organisations are leveraging advanced technologies such as Applicant Tracking Systems (ATS), Artificial Intelligence (AI), and automation tools to streamline the recruitment process.
These technologies enable recruiters to sift through large volumes of resumes efficiently, identify top candidates, and schedule interviews with ease, significantly reducing the time it takes to fill vacancies.
It’s also worth checking out places that offer temporary workers, for example, those in the medical or mental health field will be able to take advantage of services like physician recruiter companies who can give you talented and passionate staff on a short term basis.
Enhanced Candidate Sourcing
In today’s competitive job market, attracting the right people requires innovative candidate sourcing strategies; Employers are leveraging social media platforms, professional networking sites, and job boards to reach a wider pool of candidates and in doing so you can uncover some hidden gem candidates. You also want to make sure that you support your candidates, especially when you come to hire.
Additionally, employee referral programs and talent acquisition partnerships with educational institutions and industry organisations have become popular avenues for sourcing qualified candidates. By proactively engaging with passive candidates and building talent pipelines, organisations can expedite the recruitment process and reduce time-to-hire.
Virtual Recruitment and Remote Onboarding
The widespread adoption of remote work has transformed the recruitment landscape, paving the way for virtual recruitment processes and remote onboarding practices- in fact, in 2022, it is estimated that around 27% of the US workforce was working remotely and this is an upward trend that has been seen in the UK too.
Video interviews, virtual career fairs, and online assessments have become integral components of the modern recruitment process, allowing employers to conduct interviews and assess candidates from anywhere in the world. This can also be helpful to people with disabilities and mental health issues, to be able to interview from within their own home.
Agile Recruitment Strategies
In response to rapidly changing market dynamics and evolving needs, organisations are adopting agile recruitment strategies to adapt quickly to shifting priorities and talent requirements. Agile recruitment involves breaking down the recruitment process into smaller, manageable tasks, enabling recruiters to respond promptly to hiring demands and make data-driven decisions. By adopting an agile approach, organisations can reduce recruitment cycle times, improve candidate experiences, and maintain a competitive edge when recruiting new talent.
2024 is the Best Time to be Recruiting!
In 2024, the recruitment landscape continues to evolve, driven by technological advancements, changing workforce dynamics, and the need for agility and efficiency.
While the time it takes to recruit a new employee may vary depending on factors such as industry, role complexity, and candidate availability, organisations are using innovative recruitment strategies and technologies to speed up the process and secure top talent in a competitive market filled with approximately 12 million Americans every month and millions in the UK.
It is also important to support the mental health and wellbeing of new employees through the recruitment stage to onboarding and beyond, to ensure they feel settled and can thrive in your business. HR can assist with this, as well as developing wellness plans when employees begin
By embracing virtual recruitment, agile methodologies, and metrics-driven approaches, organisations can reduce time-to-hire, improve candidate experiences, and achieve better recruitment outcomes in the dynamic and fast-paced world of talent acquisition (whilst embracing employee wellbeing).
Employee engagement is a critical factor in the success of any organisation. By encouraging employee engagement, organisations can create a workplace that is both productive and enjoyable. In this guide, we’ll look at some effective strategies for improving employee engagement and getting more out of your workforce.
Set Clear Expectations But Check In…
One of the most important steps to creating an engaged workplace is setting clear expectations. Make sure employees understand their roles and responsibilities, as well as the company’s goals and objectives. This will help them stay focused on what needs to be done and better understand how their work contributes to overall organisational success. This also includes setting measurable objectives and providing regular feedback so employees know when they’ve achieved their goals.
These objectives must take into account any mental health issues or disability if the employee has one, when they begin. Reasonable adjustments can be made for employees who need them.
Foster Collaboration
Encourage collaboration between team members by creating opportunities for them to work together. This can be done through brainstorming sessions, collaborative problem-solving activities, or team-building exercises. Working together helps employees build trust and understanding, leading to a more engaged workforce. You can also do this by providing resources such as group communication tools, flexible working arrangements, or company social events.
Invest in Adequate Training
Provide employees with adequate training and professional development opportunities. This will help ensure they have the knowledge, expertise, and confidence to perform their tasks effectively. Investing in employee training also shows them that you value their skills and are willing to support their growth. Additionally, ensure you provide enough resources and support for employees to do their jobs. This could include access to the right technology, adequate workspace, and a comfortable work environment.
Promote a Positive Work Environment and Wellbeing
Creating a positive work environment is essential for keeping employees engaged and motivated. Encourage an open dialogue between team members, provide recognition for good work, and offer incentives to reward outstanding performance. Additionally, implement policies that promote equality and respect among all staff members regardless of differences in race, gender, or background. Furthermore, make sure you have staff trained in mental health first aid and employee wellbeing- this is vital in ensuring a safe and happy workplace.
(image: Annie Spratt, Unsplash)
Utilise Technology
Technology can be used as an effective tool for improving employee engagement. For example, goal-setting software can help employees track their progress and stay motivated. Collaboration tools like Slack or Microsoft Teams can also encourage employees to work together and share ideas more easily. Technology also helps businesses stay connected with their remote employees. By providing resources like video conferencing, instant messaging, and file sharing, organisations can ensure that everyone stays on the same page regardless of their physical location.
Measure And Assess Progress
Finally, organisations should measure and assess employee engagement on an ongoing basis. This can be done through surveys or interviews to understand how employees feel about their work environment and what they believe could be improved. Tracking progress over time will also help businesses identify trends and areas of improvement that can be addressed in the future.
Don’t forget to also measure the success of any initiatives or programs you implement. Ensure that employees know what is being done to improve engagement and understand how their participation in them makes a difference. This will help ensure they remain involved, motivated, and engaged with their work. Additionally, collaboration in this way can boost wellbeing if done correctly.
Communicate Regularly
It is also important to keep employees in the loop about any changes that may be happening within the organisation. This includes ensuring they know about new projects, goals, or initiatives. Also, fostering an open dialogue will help ensure that employees feel their opinions are heard and appreciated. Regular check-ins can also be beneficial in helping to keep employees up-to-date on the progress of their work.
Creating a culture of employee engagement within your organisation takes time and effort, but it is essential for success. By implementing these strategies, you can ensure that your team is motivated and engaged so that everyone works together for the common goal of organisational success.
Overall, organisations can improve their employee engagement by setting objectives, fostering collaboration, investing in adequate training, creating a positive work environment, utilising technology, and measuring progress. These strategies will help create an engaged workforce that can contribute to a more productive and enjoyable work experience for everyone involved.
Additionally, these techniques are essential for ensuring that employees stay motivated, energised, and committed to achieving their goals. By taking the time to implement these strategies, organisations can ensure they are creating an environment where their employees can thrive.
The global coronavirus pandemic brought mental health and personal wellbeing to the forefront of our working life. As more companies return to the office, employers need to think about whether or not they are doing enough to make mental health in the workplace a priority. We speak to consumer finance startup, CapitalBean.com, to get some insight.
Workplace Mental Health Post-Covid
“The coronavirus pandemic highlighted serious concerns regarding mental health and personal wellbeing,” explains Richard Allan of Capital Bean.
“With ongoing uncertainty and a heightened sense of risk, it could be argued that we were experiencing an unprecedented global mental health crisis, often with no end in sight.”
“From a workplace perspective especially, many workers were facing uncertainty regarding their job stability, redundancies and, for some, navigating an entirely new way of working and interacting with colleagues.”
“In response, many companies started to take employee mental health more seriously and implement frameworks and best practices; however, now that we are returning to normal and trying to leave Covid-19 in the past, what is the extent to which companies are keeping up with their commitment to employee mental health?”
The Return to the Office
During the Covid 19 pandemic, the majority of workers were learning how to do their jobs remotely. This presented a range of new challenges to navigate and loneliness was widely reported. Not only were people missing the daily social interactions with their colleagues, but they were also finding the blurred lines between home life and work life difficult to navigate – with people’s homes doubling up as their offices, many workers were finding it difficult to switch off and reported working more hours.
Now that people are starting to return to the office, after adjusting to nearly three years of remote working, they are being faced with new challenges. People are finding the return to work difficult and reporting a great deal of anxiety regarding social interaction. In addition, after working from home, they are now having to juggle their home commitments alongside going to the office. Whether it is squeezing in laundry, balancing childcare, or even factoring in an extra hour for the commute, the return to the office is proving more difficult than expected for many and is causing stress and anxiety for some. Others prefer working from home, so there is a balance.
The Employer’s Role
Millions of workers are returning to the office or workplace with changed attitudes and new expectations. In order to attract and retain talent, it is important for employers to acknowledge this and respond empathetically. Many companies have included mental health in their promises to employees on return to the office but now it is their time to demonstrate that this is not merely lip service.
Employers need to proactively introduce programmes that are promoting workplace mental wellbeing and help employees with the challenges that they are facing. It is important for workplaces to create a psychologically safe space for workers and welcome conversations surrounding mental health and support.
(image: Luis Villasmil at Unsplash)
The Great ResignationAnd Mental Health at Work
After the pandemic, more people than ever before started evaluating their working life and what their main priorities were. With new focus on mental wellbeing and work-life balance, workers started to question what their expectations were and what they required from their place of work. The great resignation, the mass exodus of millions of workers in 2021, left employers having to think about what they needed to offer workers to not only attract talent initially, but retain it.
Workers who were asked about the great resignation pinpointed lack of workplace communication, sense of belonging, employee-manager relationship and toxic environments all as reasons to leave their jobs.
In a post-Covid era (and what should have been before this), it will fall to the employer to make sure their staff feel looked after, not just financially but also emotionally.
Employers need to make their employees feel like they are taken care of, respected and acknowledged, and that their personal wellbeing and mental health is a top priority. Going forward, this will be more important for jobseekers than free office lunches or staff drinks.
We all have mental health and it is vital this is acknowledged and cared for, and not ignored in the workplace.
This article contains links to partner organisations.
So much has been going on that its been a little overwhelming so I didn’t feel able to sit here and type out my feelings. But today, I feel like I can share so here goes.
My dear father in law passed away from brain cancer at the age of just 67 last month. This was expected, after a two year battle, rounds of surgery and chemo and radiotherapy and being told they could do no more treatment as he had two aggressive tumours and they couldn’t operate further. However, it was still immensely painful when it happened (although we were all with him at a nursing home) and we had the funeral and week of mourning (shiva) as per Jewish tradition. I moved in to my in laws home that week to be there to support my husband, brother in law and mother in law.
We will all miss him terribly- a truly wonderful man and it was a privilege to know him.
Despite this sadness in our family, some positive news has followed. I had applied and been awarded a disability benefit called PIP (Personal independence payment) and been awarded it due to my bipolar disorder and panic attacks impacting on my mental health and ability to work outside the home. This greatly helps our situation and means I can work alongside it too in my role at the Body Shop from home and around my writing (my book Bring me to Light is available here) . We also found out that Rob is being taken off furlough and returning to work on the 1st September- he has been furloughed for 6 months and this was a huge relief for us, as you can imagine.
Additionally, a few weeks ago I got promoted to Area Manager of my Body Shop team, team Hope. This means I manage a team of consultants/ manager in training and help them to develop their businesses too. I feel incredibly lucky to do a job that I love from home and be so supported by my manager Sarah and all my wonderful team mates too. I truly love this job and hope to make it my full time career eventually. The products are so good for self care too.
Now on to my mental health. My anxiety has returned with a vengeance these past few weeks. One night I was up til 5am with panic and insomnia (feeling tearful, restless and pumped with adrenaline) so took some prescribed anxiety medication. I also use a lavender pillow mist which helps me to sleep better too. I have had to cancel and reschedule things. I am not good with change and my anxiety is being triggered. I have a wonderful therapist and so I will definitely book in another session with her soon because I can feel myself dipping a little.
The guineapigs are adorable and good for cuddles and I have had a lot of support from friends and family, so thank you for that, and from Rob too.
When establishing and maintaining a healthy work-life balance, the overarching goal is clear; an individual should not feel as though their professional life is intruding on their personal time or vice versa. However, it’s always easier to explain than it is to physically manage – which is why it’s important to fully understand the implications of a poor work-life balance and the proactive steps we can all take to minimise any negative impact – such as poor mental wellbeing.
Now, as you would expect, the emergence of modern technology – such as smartphones – has drastically transformed our professional lives and, as such, it can be difficult to create concrete boundaries. Many of our devices can now take on the features and responsibilities of a larger computer system and so our working lives are available at just the touch of a button. So, how do we assess whether this detracts from our free-time and if this impacts our mental health?
Well, in recent months, this very topic has been investigated by mobile phone insurers, loveitcoverit.
Their research found that an astounding 80% of workers identify their smartphones as a tool for their professional responsibilities, clearly demonstrating that they have surpassed the singular, social use that spurred their beginnings. So, whether it’s to communicate with colleagues, access working documents remotely or utilise organisational platforms, our mobiles have become an integrated part of professionalism on a wide scale. As such, it can be difficult to imagine the two in separation – but is this a good thing?
Overusing our mobile devices can be detrimental to our work-life balance as they create an access channel that is available to us at every hour. So, whilst leading mental health organisations emphasise the need for distancing measures – such as short breaks, time off and established social environment outside of work – our smartphones may act as a reminder of our professional responsibilities. In turn, this can lead to individuals feeling pressure to work outside of their agreed working times and intrude on their personal lives.
Due to the sheer number of smartphone users across the country, this could mean that millions are facing the challenge. In fact, less than half of workers claim to have a ‘healthy’ work-life balance!
Of course, this isn’t to say you should never complete a professional task in your free time, it simply means that you must actively monitor and manage how often this happens. This might seem a menial task, but it’s vital.
If you often find yourself feeling stressed due to your working life, then you could be at risk of developing illnesses such as anxiety or depression.
However, luckily, there are further actions we can take to ensure our balance does not tip!
Setting tangible guidelines
We’re not saying that you must ignore your phone if a professional emergency arises, but it is important to make sure your working correspondence doesn’t intrude on your personal life. So, start with something simple – like enforcing a rule of no work related phone use after six on any weekday and perhaps not at all on the weekends.
Ultimately, it’s your decision to make, so find out what works within your routines and go with it!
Communicate with your employer
No one wants to be seen as a ‘complainer’, but if your work responsibilities are damaging your mental health it is important to speak up. Set up a meeting or informal chat with your manager to discuss how you’re feeling and why you feel that way. From there, you can work in tandem to better the situation and make wider improvements that benefit others too!
Better understand your own situation
There is normally a tangible reason for any feelings of stress or anxiety but it might not be clear at first glance. If you’re feeling overwhelmed, take a break and try to dissect your situation.
If you can understand what is causing your stress, you’re in a wholly better position to try and improve it, whether this is in reorganising your routine and methods or in talking to someone else at work!
Creating a healthy and sustainable work-life balance is imperative for our mental wellbeing, so we all must take the time to figure out how to best achieve it. Remember, the working world existed before smartphones did, so it’s a durable environment, and taking the time to figure out positive and progressive ways of moving forward will never be a waste.
This guest blog was written by loveitcoverit, mobile phone insurers in the UK at www.loveitcoverit.com
For anyone that’s suffering from anxiety, OCD or other mental health conditions, living through a pandemic is not a walk in the park.
A time of crisis is enough to cause panic in anyone. If you’re already struggling with a ‘normal’ day, the added stress means it’s even more difficult to keep your head above water.
COVID-19 is a pandemic, with just under 500,000 people affected around the worldas of March 26th 2020.
To put things into perspective, mental health currently affects 676 million people worldwide. It’s not a pandemic, it’s an epidemic.
Mental health isn’t contagious. You don’t contract depression from shaking hands with someone that has it. But it is a crisis that’s often overlooked. In fact, 70-75% of people with mental illness receive no treatment at all, choosing to remain silent. This is particularly true in men, who make up 75% of all suicides. In the UK, men aged 40-49 have the highest suicide rates in the country.
Mental health caused 44% of all sick days
1 in 5 employees have called in sick to avoid work. And no, this wasn’t because they simply didn’t want to go. It’s because their mental health had become too much for them to do their job.
Rather than be honest, 90% of people lied about it, using another reason for their absence.
In 2019, there were 602,000 total cases of work-related stress, depression or anxiety in the UK. That’s 44% of all health-related sick days.
The cost of this is projected to be between £39.4 billion to £99 billion each year for businesses. If you break this down, it can cost employers £1,300 per employee if they don’t have the mental health support in place for their staff.
“My mental health has impacted my work. It’s caused me to leave jobs, to call out some days when it’s just too much for me to do normal day to day activities. I also have tried to go into work on days where I’m not 100% and my quality of work and productivity have suffered.”
Rhea – Via Adzooma.
69% of people say working at home helps with mental health
Here’s the light at the end of the tunnel. According to research, 69% of people believe that working at home improves their mental health.
Around the world, offices are shutting en-masse, sending entire workforces to complete their jobs from the comfort of their own homes. If there’s ever a time that people needed space to focus on their mental health this would be it.
Its given employees the space they need to recover mentally. Beyond that, it’s showing employers that their business is capable of functioning remotely.
The positive outcome of this is that hopefully after the COVID-19 crisis, we can set up a world where employees aren’t needed in an office every day. A world where employees are free to work at home and care more for their mental health – reducing office-based overheads and the cost of sick days.
Astonishing mental health data
The data on mental health was complied by interviewing employees of a range of digital marketing and technology companies, including Google, Facebook and The Independent. It revealed stark information about the current state of mental health, such as:
67.9% of people state that their mental health has impacted their work.
57.5% of people state that work has a negative impact on their mental health.
Only 32.1% of people have told their employer about their mental health.
Of the 67.9% of people staying silent on mental health, 83.3% of them don’t plan on ever telling their employer.
66% pf people feel that their work is understanding about their mental health.
But 46% of people feel like they don’t have enough mental health support at work.
90.4% of people believe working flexible hours can help with mental health.
Only 24.4% of people have mental health first-aiders at their work.
91.7% of people believe there should be more services for mental health.
89.9% of people think the government doesn’t do enough to support mental health.
Only 28.6% of people currently access mental health services.
But if more services were available to them, 66.7% would access them.
One of the best things to come of out the COVID-19 pandemic is people working together.
Communities are being brought closer and we’re showing compassion and offering help in brand new ways. If you’re ever unsure of that, just watch a video of people coming together to applaud everyone who’s working to stop the virus every single night. It’s a wonderful show of camaraderie.
It’s a global crisis and we’re in it together. Now, hopefully, we can carry on this momentum to help with mental health and continue the fight for better mental health support.
With support, we can get better. We can push for positive change to help the crisis. Without support, it will only get worse.
Together, let’s take action and break the silence.
This guest blog was written by Danielle Strouther. She is currently writing lots of words about all kinds of unique subjects at Adzooma and searching for a word she likes more than discombobulated. She has a masters in Film and Television, so can tell people she knows what’s good on Netflix.
In 2020, many startups and companies are implementing strategies or creating employee benefits that put mental health first. This is a welcome change that shows just how far attitudes towards mental health have changed in the past decade, becoming no longer a taboo.
Here are the firms that are supporting mental health amongst staff members best:
Equipsme
The London-based startup Equipsme has created an inexpensive employee benefit that means employees can benefit from comprehensive yet affordable health insurance policies. Whatever the size of the business, companies can insure staff with plans from as little as £7 per month per person.
Customers get 24//7 GP access, online health checks, nurse support and 3 physio sessions as standard with the option to upgrade to stress support for as little as £1.50 per person per month, optical and dental cover for £7.50 per person per month too.
Sweaty Betty
The hugely popular activewear brand strongly promotes to staff a healthy mind and body and keeping stress in the workplace to a minimum. How does the firm do this? Each week, it gives its employees the chance to join lunchtime yoga classes to help them relax. There is also the chance to join running clubs and start later in the day if they so wish, all with the aim of helping with stress management.
Ernst & Young (EY)
Ernst & Young makes mental health a big focus in its organisation, providing not only private healthcare, but also free online health assessments in a counselling service that can be used by not only staff members but also their families. It is completely confidential and available for 24-hours.
yulife
yulife is another exciting London startup that incentivises employees to look after their mental health by promoting healthier lifestyles. The company has radically shaken up the life insurance industry for the better with their insurance package.
For example, businesses who take up yulife insurance policies can reward their employees through earning yucoin. Yucoin is earned by engaging in a healthy lifestyle, tracked by staff in a daily app. This includes doing exercise and meditation.
By accumulating yucoin online, staff can then redeem these for real life rewards at shops, restaurants, and much more.
Innocent smoothies
The company is known for providing a range of employee benefits that puts the needs of its staff first. This is particularly the case when it comes to mental health. For example, the smoothie firm is dedicated to reducing work stresses through the inclusion of a free gym and breakfast to all staff. It also provides a yoga club to its employees and a 100% confidential 24 hour employee assistance programme that means they can talk to someone privately if they need to.
This blog was written by writer Daniel Tannenbaum.
Today I am writing because I have had enough with the NHS mental health services. Firstly, I was told that in my area of London, the NHS- national health service doesn’t fund EMDR (rapid eye movement processing therapy- for trauma and PTSD). Why, I have no idea as it is desperately needed. However, I was referred to IAPT wellbeing service (still under NHS), who do have EMDR therapists. Some telephone questionnaires later and I have found that I have been discharged from IAPT – to another team that doesn’t provide the therapy I so dearly need.
I have had years of therapy- CBT x3 and psychodynamic- most had to be privately funded due to the waiting lists in NHS. I need vital treatment for the trauma I faced of becoming so unwell,being in hospital and all I faced during mania and psychosis. My trauma comes out in anxiety and panic attacks which disrupt my daily living. EMDR helps process trauma and I am hoping it will help me to live fully again.
Due to this, the only option with therapy may be to go privately- which is expensive and not ideal for me- I can’t afford it alone. However, I have found an accredited therapist online so this will have to be the route I go down I think. I will speak to the psychiatrist in the other team but don’t hold out any hope as they don’t fund EMDR and there is a 2 year psychology waiting list. Yup, you heard that correctly, 2 years.
I am not doing so well- I have been feeling lower in the mornings and more anxious since having to leave my job. This was another blow today.
Yet….
I am trying to keep myself positive and focused and going. But some days, I just feel like hiding away.
Some positives- I am grateful for:
My new bright pink cardigan is making me smile
Our wedding photos and video come back today
Finding a therapist
Bipolar UK sharing about my book
Love and support from others
Job interviews and book promotion
When people say fund our NHS mental health services, they mean it. People like me are denied access to vital support and put on waiting lists or fobbed off. Its not OK.
beurownlight.com 