Employee health is your business. The people you employ are the most important thing about your business and your best investment. Invest in your people and you will reap the rewards. If your people are a priority their health should be as well. Whilst you may not be able to provide private healthcare there are lots of ways to take care of your team’s health.
Many business owners will worry that prioritising health might come at a cost, but the opposite is more likely to be true. The better you care for your people the more loyal they will be to your business. There are a number of things that you can do to support your team.
Firstly, try and give some flexibility as to how and when they work. Past research shows that that having little or no discretion over how work gets done is associated not only with poorer mental health but also with higher rates of heart disease. In addition, the combination of high work demands and low job control significantly increases the risks of diabetes and death from cardiovascular causes. Even quite small changes to worker autonomy can improve health.
Make sure you have enough employees, as long hours and taking on additional work can take a big toll on employees’ health and can lead to stress, depressionand other mental health issues, which can all result in more time off work.
Also be aware that each person’s needs may be different. For example, female workers with children may have different priorities to those without children or their male counterparts. Research from the Institute for Fiscal Studies (IFS) shows that after the birth of a child, 13% of women leave work, even when they are the higher earner of the couple. Of women who continue to work, there is a significant reduction in working hours (a fall of 26% on average). In contrast we see little or no reduction in the paid hours of fathers – even where they earn less than their female partners before their child is born.
However, companies are recognising this and are adapting their support packages to meet the needs of mothers and fathers after the birth of a child. Some companies are matching the time off and pay they offer for maternity and paternity. The introduction of shared parental leave has also helped to support both parents. But there is still a long way to go.
Cream HR advises businesses to look at other ways they can support people in the workplace. Events predominantly affecting women such as miscarriage, fertility challenges, and menopause can cause anxiety, depression, physical health issues and in many cases cause women to consider leaving their place of employment. It is a topic that should be taken seriously by businesses.
A staggering 1 in 4 pregnancies end in loss, and yet most business still provide little to no support for women, and men, facing this loss.
HR Consultant at Cream HR Gemma Thayre says: “In March 2021 I experienced a miscarriage at 12 weeks. It was one of the most challenging times of my life. I was at the stage of being about to share the news with my colleagues, family, and friends and instead I was telling them I had lost my baby. I then experienced further complications and more time in hospital. In simple terms, I was not in the best place. Whilst the miscarriage alone was physically and mentally challenging, I had the additional worry of how I would keep up to date with both my family and professional life.
I was one of the fortunate ones during this time to have an incredibly supportive employer and working environment at Cream HR. I was allowed the time I needed to get well, be there for the rest of my family and given the time to get the help and support I needed.
Now almost two years on I still have challenges around what happened. But the support I was given from work has made me even more committed and loyal to the business, more engaged in the work we do and keener to support the growth of the business. I am also more committed to my own personal development. Simply put, I work harder knowing I am working in an environment that I enjoy being in and feel cared for in.”
Another area to consider providing additional support in is menopause. In the past year menopause and perimenopause have been hot topics in the media with TV presenter Davinia McCall making a programme about it, bringing the often-taboo topic into the mainstream. But how does menopause affect work? It is estimated that around 13 million women in the UK workforce are perimenopausal or menopausal. The effects of this range from discomfort to severely limiting and can affect people physically as well as mentally. An estimated one million women are considering quitting work as a result of a lack of menopause support.
Support will look different for each person but some things to consider are offering a flexible working pattern, enhanced sick pay or even a sabbatical leave to allow women to take a break from work without having to leave all together. The most important thing is to create an open and safe environment where people feel comfortable talking about how they are feeling.
Another issue faced by women (and men) is challenges surrounding fertility. In fact, according to the Fertility Network Survey a recent study found that 38% of employees had considered leaving a business due to the lack of fertility support. For those suffering from fertility issues, 91% experienced feelings of anxiety, 89% experience stress and 88% suffered from depression. This alone shows how debilitating going through fertility issues can be.
It’s really important when trying to maintain a happy and productive workforce to look at what issues might affect them.