How to Support an Employee with Anxiety
Incorporating
IN THE WORKPLACE
Approaching Eating Disorders in the Workplace Corporate Health Screenings
Exercise and Stress Reduction
MORE +
De Quervain’s Syndrome
We deliver quality, organisation and people – focused services with a vision of being the best and not the biggest.
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We believe in innovation, agility and quality and to achieve that, our colleagues are supported to be the best they can be.
We have over 50 colleagues attending PAM funded University courses.
We deliver over 40 training, development and awareness sessions every month to our colleagues on a range of different topics.
Our colleagues are supported in developing their writing skills and getting published is part of the achievement.
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How can occupational health help you meet your health and safety obligations
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The benefits of using ergonomic furniture when working from home Page 6-7
How to support an employee with anxiety Page 8-9
Musculoskeletal pain needs to be addressed for hybrid working model to succeed Page 10-11
Corporate health screenings
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De Quervain's syndrome
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Breaking the link between unhealthy eating and sickness absence Page 14-15
PAM Academy facilitates the growth and development of all colleagues at PAM Group and supports the wider management team with evidence based learning, client focussed insight and delivery of recognised industry acceditations.
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We would like to talk to you if you are interested in joining the Occupational Health business here at PAM Group, please contact our recruitment team at Recruitment@pamgroup.co.uk to arrange a call.
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Approaching eating disorders in the workplace Page 16-17
Incorporating inclusion in the workplace Page 18-19
Exercise and stress reduction Page 20
Health and safety (H&S) is concerned with reducing work-related death, severe injury, and ill-health in the workplace. While the UK is known for its record on health and safety, it never hurts to raise awareness. This is precisely what the World Day for Safety and Health at Work held on 28th April aims to do.
Reducing the risk of accidents and work-related ill health as low as is reasonably practical is not just the ethical thing to do, it is also a legal requirement. It also makes sense from a business perspective. The cost of work-related injury and ill health for 2019/20 was estimated to be £18.8 billion (HSE:2022).
In addition, failure to follow legislation can result in prosecution, fines, and damage to an organisation’s reputation.
The Health and Safety at Work Act 1974 (HSWA) outlines the general responsibilities employers have for the health and safety of their employees and the public. It also sets out Employees’ duty to:
• Take care to protect both their health and safety and that of those around them.
• Cooperate and follow the measures put in place to reduce the risk of harm.
Alongside the HSWA is a set of regulations, commonly referred to as the “six-pack”.
Employers' duty to:
• Have a written health and safety policy (where there are 5 or more employees).
• Appoint a competent person to carry out risk assessments. Documenting and reviewing this as appropriate.
The Health and Safety Executive (HSE) has a microsite dedicated to helping businesses understand the measures they need to take to meet their legal obligations Health and Safety Made Simple: The basics for your business (hse.gov.uk). This includes guidance on how to work with employees and union representatives to:
• Identify anything that could cause harm or injury, also known as a hazard.
• Identify who could be harmed and the level of risk. This can be described as the likelihood an event will happen multiplied by how seriously someone could be harmed.
• Eliminate the hazard or put in place measures to manage the level of risk as far as is reasonably practicable.
Having a multidisciplinary team means we have a wide range of knowledge and expertise. This allows us to provide businesses with information and support. This includes helping to:
Identify hazards. These can be physical, biological, chemical, or psychological in nature. Having a clear understanding of your business and how you do things helps us to detect any potential problems. We are also in a unique position to advise on new and emerging hazards, as was demonstrated by COVID.
Understand the health implications or potential harm of a hazard. Occupational health is the specialist area of medicine, specifically concerned with understanding the impact of work on health and preventing work-related ill health.
Understand the level of risk, especially where people are considered to be more vulnerable. This can be due to their age, being a pregnant or breastfeeding mother, or having a health issue. Employers can have a higher duty of care to protect anyone considered more vulnerable as the impact of any injury or illness may be greater.
Control risk. Occupational health can recommend possible control measures to eliminate or reduce risk. However, when it comes to implementing control measures, it is a business decision on what is considered reasonably practical.
The Management of Health & Safety at Work Regulations
• Implement measures to manage risk to levels as low as is reasonably practical.
• Provide supervision, information and training to employees regarding risk and safe ways of working.
• Consult with employees regarding workplace risks and the measures put in place to address them.
Manual Handling Operations Regulations
Display Screen Equipment (DSE Regulations)
Workplace (Health, Safety, and Welfare) Regulations
Provision and use of Work Equipment Regulations
Personal Protective Equipment (PPE) Regulations
Assessing tasks where people lift and move loads to reduce the risk of injury.
Assessing how we interact with screens and monitors to reduce the risk of developing muscle pain and discomfort. It includes access to free eye tests and assistance with the cost of glasses where needed for computer use.
General issues such as ventilation, heating, lighting, work areas, seating, and welfare facilities.
The requirement that equipment provided for use at work, including machinery, is safe.
The requirement to provide appropriate protective clothing and equipment to employees.
The hierarchy of control ranks management interventions, in order of effectiveness. Getting rid of the hazard completely is the most effective measure. Followed by substituting it for something less harmful. Engineering controls reduce or prevent people from having contact with the hazard. This can be through creating a barrier or safety mechanism. While administrative controls aim to change the way things are done. This can be to reduce how long or how often people are in contact with the hazard. Or even how much of the hazard they are exposed to. Providing Personal Protective Equipment (PPE) to act as a barrier between the hazard and the person is the least effective method and therefore the last resort.
Monitor the effectiveness of control measures. Where indicated by regulations and identified by risk assessment, it may be necessary to carry out periodic health assessments or Health Surveillance. For example, hearing tests are required where workers are regularly exposed to noise, and hearing protection is required. We test for early signs of noise-induced hearing loss. By reporting on any trends, we can help identify areas where the control measures may need to be reviewed. It also helps identify those who have an existing hearing loss and may be considered more vulnerable so that appropriate measures can be put in place. The hearing tests also give us the opportunity to remind workers how to use the PPE correctly for maximum protection.
A business’s greatest asset are its people; therefore it makes sense to take measures to protect them. A commitment to health and safety is a wise investment, reducing the risk of loss of reputation, loss of productivity as well as financial loss. Occupational health services are a key partner in helping business to achieve this.
Working from home has become increasingly popular in recent years, with more and more companies allowing their employees to do so. However, working from home can come with its own set of challenges, one of which is the need to create a comfortable and ergonomic work environment. Ergonomic furniture can help to alleviate many of the common problems associated with working from home, such as back pain, neck pain, and eye strain.
One of the biggest benefits of ergonomic furniture is that it helps to promote good posture. Sitting in a chair that is not designed to support the body can lead to slouching, which can cause pain and discomfort in the back, neck, and shoulders. Ergonomic chairs, on the other hand, are designed to provide support where it is needed most, allowing the user to sit comfortably for long periods of time.
Another benefit of ergonomic furniture is that it can help to reduce the risk of repetitive strain injuries. When working on a computer, it is easy to fall into the habit of using the same hand and wrist motions over and over again. This can lead to pain and inflammation in the wrist and hand, known as repetitive strain injury. Ergonomic keyboards and mouse pads are designed to reduce the strain on the hand and wrist, helping to prevent these types of injuries.
Ergonomic furniture can also help to improve eye health. When working on a computer, it is easy to forget to take breaks and look away from the screen. This can lead to eye strain, which can cause headaches, dry eyes, and other symptoms. Ergonomic monitors and monitor stands are designed to be positioned at the correct height and angle, reducing the strain on the eyes.
Lastly, ergonomic furniture can help to boost productivity. When you are comfortable, you are more likely to be able to focus on your work and get more done. This can lead to increased productivity.
Choosing the right ergonomic furniture for your home office is essential. With so many options available, it can be overwhelming to choose the right furniture for your needs. Here are some tips to help you choose the right ergonomic furniture for your home office.
1. Assess your needs:
The first step in choosing the right ergonomic furniture is to assess your needs. Consider the type of work you will be doing and how long you will be sitting at your desk. If you spend a lot of time at your computer, you may need a chair with lumbar support and adjustable armrests. If you spend a lot of time on the phone, you may need a headset to reduce the strain on your neck.
2. Consider your body size:
Ergonomic furniture is designed to fit a variety of body types, but it's important to choose furniture that is the right size for you. If you are taller or shorter than average, look for furniture that is adjustable to accommodate your height.
3. Look for adjustability:
Ergonomic furniture should be adjustable to accommodate different body types and work styles. Look for furniture that has adjustable heights, armrests, and lumbar support.
4. Quality materials:
Quality materials are essential for ergonomic furniture, as they provide the necessary support and durability. Look for chairs with a sturdy frame and high-density foam.
5. Think long-term:
Ergonomic furniture can be a significant investment, so it's important to think long-term. Consider not only the initial cost but also the long-term benefits in terms of comfort and productivity.
In conclusion, choosing the right ergonomic furniture for your home office is essential for maintaining good posture, reducing the risk of repetitive strain injuries, and improving overall comfort while working. It can help to alleviate common problems such as back pain, neck pain, and eye strain, and can also improve posture, reduce the risk of repetitive strain injuries, improve eye health and boost productivity. Remember that investing in ergonomic furniture is an investment in your health and well-being, so take your time and choose carefully.
Even though you may not be able to provide direct treatment to an employee with anxiety, there are several ways in which you can take the pressure off individuals to prevent making their condition worse. Here are six practical steps you can take to create a supportive workspace:
In the UK, over 8 million people are living with an anxiety disorder, which is just over 1 in 10 of us.
[Source: Mental Health UK].
Anxiety is a common mental health condition that affects many people in the workplace. It can manifest feelings of nervousness, fear or worry that can significantly affect an employee's work performance, and in severe cases, can lead to absenteeism.
Research carried out for our Health at Work report found that 72% of employees have experienced feelings of anxiety, whether related to health, work, job security, finances or relationships. We look at the symptoms of anxiety, what triggers anxiety at work and offer some practical steps to support an employee suffering with anxiety.
What is Anxiety?
Most people experience some form of anxiety, especially during stressful events or changes that can impact a person’s life creating feelings of worry or fear.
Anxiety is a natural human response that becomes present when we feel we are under threat or are in danger. However, if persistent feelings of anxiety interfere with daily life and activities, it may indicate an anxiety disorder. Many people recover from anxiety given that they are provided with the appropriate support and treatment, making it crucial for employers to be well-informed and understand the symptoms and effects of anxiety disorders.
Signs and symptoms
Everyone experiences anxiety differently, so spotting the signs and symptoms in others can be challenging as symptoms may vary from person to person, but it is important to recognise when an employee or colleague may be struggling with this condition.
Here are some common symptoms:
• Rapid breathing
• Pounding heart
• Panic attacks
• Headaches
• Trouble sleeping or concentrating
• Low mood
• Nausea
Signs of anxiety within the workplace include:
• Changes in productivity
• Absences or not being punctual
• Appearing withdrawn
• Low moral
Work-related Triggers
Many triggers of anxiety are outside of an individual's control, making it challenging to manage. However, work-related factors also play a role in contributing to anxiety, which is not surprising given that people spend a significant portion of their lives at work. Typically, the average person spends approximately 90,000 hours at work over their lifetime, so it's important to be aware of these workrelated triggers and take steps to address them.
Some workplace related triggers include:
• High workload
• Job security
• Performance pressure
• Poor management and lack of communication
• Work-life balance
• Office politics
• Change and uncertainty in the workplace
The first step in supporting employees with anxiety is to educate yourself about the condition. Having a general understanding around what anxiety is and how it affects individuals can help in creating a supportive workplace. Encourage your managers and colleagues to take up mental health training programmes to enhance your knowledge and learn new skills.
Introducing an open-door creates a welcoming, workplace culture to encourage employees to communicate openly with their line managers. Adopting an open-door policy will make employees with anxiety and other mental health issues feel heard and supported, overall preventing the worsening of their condition.
Consider offering flexible working arrangements to accommodate employees who require support, such as flexible hours or the option to work from home, which can greatly benefit employees with anxiety. This allows the individual to have control over their work environment and can reduce their stress levels.
Offer your employees access to an EAP for mental health support and resources. If an employee is struggling to cope with their anxiety, provide them with counselling via the EAP to help them learn coping methods.
Our extensive mental health services have shown a reduction in anxiety and depression levels through proven, evidence-based methods. We provide assistance in managing and supporting employees who are struggling with anxiety in the following ways:
Manager Training: Educate managers how to proactively manage mental health in the workplace, and how to best support individuals struggling with anxiety to make employees feel more supported.
Staff Training: Enable your employees to improve their soft skills and expand their knowledge and understanding of various mental health topics, including anxiety by offering them training sessions conducted by our specialist team.
It’s important to ensure workloads are realistic and manageable. Not only will this prevent panic and burnout, but helps your team prioritise tasks efficiently and will improve the general wellbeing of your people.
Encourage openness and communicate regularly. By doing so, you’re demonstrating that you’re actively willing to listen and support where you can with any issues they may be struggling with. Booking in 1-2-1s is a great way to regularly check in and monitor performance.
Psychological Services: Access to professional counsellors through management referrals for proactive services such as well-checks and professional support conversations. Sessions help employees to manage their symptoms and develop coping strategies.
Employee Assistance Programme (EAP): Round-the-clock access to professional counsellors, health, legal and financial experts. Including digital access to expert health and wellbeing resources and CBT training.
Mental Health Webinars: Increase your employees’ awareness of their mental health and wellbeing and how they can proactively look after themselves by learning techniques to manage work and life pressures.
Workplace Mediation: Aims to provide a solution for those involved in disputes by promoting mutually beneficial outcomes, restoring relationships through innovative methods, and reducing stress and anxiety with the support of mental health experts.
To set up a private consultation to discuss the opportunities for boosting the mental health of your workforce, please email: salesenquiries@pamwellbeing.co.uk or call us on 01925 596244.
Musculoskeletal pain soared when people started working from home during the pandemic. Four out of five employees experienced neck, shoulder and back pain. Causing almost one in two (46%) to take pain medication more often that they would like.
This was in no small part due to poor ergonomic practices, which saw a quarter of employees working from their bed, sofa or dining table. But lack of movement is also an issue. One in three people are now less active and increased Zoom and Teams meetings mean sitting still for long periods.
With three quarters of workers set to continue working from home, employers need hybrid working models that prevent musculoskeletal pain. So here are five ways you can help employees reduce the risk of musculoskeletal injuries.
Working from home needn’t cause employees to develop musculoskeletal (MSK) injuries, so long as they reduce the risks. However, far too many people associate sitting with their arms and hips at right angles as being healthy. When hunching due to poor lighting, not having their feet supported and not taking enough breaks can also cause problems. So educate employees about the muscle and joint injuries that can not only result from poor posture, but also being too sedentary or carrying heavy equipment between the office and home.
Many people have embraced the opportunities that working from home provides for getting outside and moving more during the day. Yet far too many are remaining sedentary at their “desk” all day, increasing their risk of MSK injuries. Hybrid working should also mean flexible working. Encourage managers to give people the freedom to get up and away from their desk between tasks. As well as use the phone, instead of just video calls, so employees can move about while talking.
If workers are using screens for more than an hour at a time, employers have certain legal duties. You must carry out a Display Screen Equipment (DSE) Assessment, even if people are working from home. If hybrid working means they’re working from both the office and home, you need to assess both options. A DSE risk assessor can report on advised adjustments and recommendations for additional or alternative equipment. These might include an ergonomic mouse or keyboard or an adjustable chair.
A working from home risk assessment may show an employee is unable to work without discomfort. Perhaps they live in shared accommodation, don’t have anywhere to put a desk and can’t work ergonomically from their bedroom. In such an instance, you must provide an appropriate place for them to work. As you might expect, this will typically be in an office, which could result in employees having to “hot-desk”. If so, they’ll need to be made aware it’s their duty to reposition chairs and other equipment. So everything is geared to meet their individual needs each time they sit down to work.
As with most things in life, prevention is better than cure, so encourage employees to speak up. It’s easier to help someone struggling with setting up at home than someone requiring weeks of physiotherapy to work again. Even so, many people are reluctant to seek help. They might be worried for their job security, or desperate to work from home. So reassure people you want to help them to stay healthy. Making sure they know how to contact any occupational health, physiotherapy or DSE assessment services you have in place.
We can assist you in getting all employees to complete our free display screen equipment (DSE) training and assessment. Designed to achieve the following outcomes:
• Educate employees about ergonomic health
• Empower employees to personally reduce their risks
• Provide you with a report on DSE risk across your workforce
• Carry out more detailed DSE assessment for at risk individuals
• Advise on any adjustments or ergonomic equipment needed
We can then also:
• Provide any equipment required at highly competitive rates
• Direct people to our physiotherapy helpline for advice and exercises
• Design MSK webinars to meet the needs of your workforce
Why not set up a free consultation to discuss your needs?
Just call 01925 989741 or email physiosolutions@people-am.com
Musculoskeletal pain needs to be addressed for hybrid working model to succeed
De Quervain’s syndrome is a painful condition that affects tendons where they run through a tunnel on the thumb side of the wrist.
Therefore, it’s no surprise that 33% of organisations have increased their budget for wellbeing benefits (CIPD, 2022). Not only do healthy employees tend to be more productive, but they also take fewer sick days and have lower healthcare costs – specifically, 11.5 days of absence per employee per year could be saved by improving the health of an average workforce (PAM Group, 2021).
There are several types of health screenings that companies can offer to their employees. These may include screenings for cholesterol, blood pressure, diabetes, and other common health concerns. Some companies also offer screenings for mental health, such as depression and anxiety, and other non-communicable diseases such as cancer screening Specifically, ToHealth’s “Wellperson+Cancer” and “Executive” level screening provides bowel screening, prostate and ovarian cancer screening, dependent upon age and sex.
One of the benefits of corporate health screenings is that they can help employees identify potential health issues before they become more serious. For example, an employee who has high cholesterol may not be aware of this until they have a heart attack. By offering cholesterol screenings, a company can help employees address high cholesterol before it becomes a major health concern, and gain one-to-one support from a qualified clinician to understand how to change their lifestyle and behaviour to make lasting, sustainable and effective changes.
Another benefit of corporate health screenings is that they can help employees make healthier lifestyle choices. For example, if an employee learns that they have high blood pressure, they may be more motivated to make changes to their diet and exercise routine in order to lower their blood pressure. A staggering 98% of employees are motivated to make a positive change, which provides a valuable opportunity for employers to add health screening to their wellbeing strategies to make a significant difference (Champion Health, 2023).
There are also financial benefits to corp orate health screenings – Deloitte’s most recent report suggests that employers see a return of £5.30 on average for every £1 invested in staff wellbeing (Deloitte, 2022). By identifying and addressing potential health issues early on, companies can save money on healthcare costs in the long run.
Overall, corporate health screenings can be a valuable investment for companies looking to improve the health and wellbeing of their employees. By offering these screenings, companies can help employees identify and address potential health concerns, make healthier lifestyle choices, and ultimately improve the bottom line.
It appears without obvious cause in many cases. Mothers of small babies seem particularly prone to it, but whether this is due to hormonal changes after pregnancy or due to lifting the small object repeatedly is not known.
There is little evidence that it is caused by work activities, but the pain can certainly be aggravated by hand use at work, at home, in the garden or at sport.
• Pain on the thumb side of the wrist, as shown in the diagram. Pain is aggravated especially by lifting the thumb, as in the hitchhiker position or when using scissors.
• Tenderness if you press on the site of pain.
• Swelling of the site of pain – compare it with same spot on the opposite wrist.
• Clicking or snapping of the tendons occurs occasionally.
De Quervain’s syndrome is not harmful, but it can be a really painful nuisance. Some mild cases recover over a few weeks without treatment.
Treatment options:
• Avoiding activities that cause pain, if possible
• Using a wrist/thumb splint, which can often be obtained from a sports shop or a physiotherapist. It needs to immobilize the thumb as well as the wrist.
• Steroid injection relieves the pain in about 70% of cases. The risks of injection are small, but it very occasionally causes some thinning or colour change in the skin at the site of injection.
• Surgical decompression of the tendon tunnel. The anaesthetic may be local (injected under the skin at the site of operation), regional (injected in the armpit to numb the entire arm) or a general anaesthetic.
Through a transverse or longitudinal incision, and protecting nerve branches just under the skin, the surgeon widens the tendon tunnel by slitting its roof. The tunnel roof forms again as the split heals, but it is wider and the tendons have sufficient room to move without pain. Pain relief is usually rapid. The scar may be sore and unsightly for several weeks. Nerve branches beneath the skin may need pulling gently to one side to give access to the tunnel, which occasionally causes temporary numbness on the back of the hand or thumb. Other risks are the risks of any surgery such as infection (less than one in 100 risk) and an unattractive scar.
can be a valuable tool for companies looking to improve the wellbeing of their employees and ultimately, their bottom line.
There are a worrying number of workplaces that only offer pies and chips for lunch. Only have facilities to access chocolate and crisps at work. Or allow people to work through their lunch hour and extend their day in unhealthy ways so they don’t have time to eat healthily.
If you don’t give people the opportunity to make healthy choices, they will end up experiencing avoidable health problems. Even if you just encourage people to bring in something healthy from home and sit together away from their screens, this will go a long way towards encouraging healthy eating. As will encouraging home workers to take a proper lunch break to prepare something healthy and go outside for a bit.
Instead of talking about weight loss, make sure your wellbeing communications focus on the importance of nutrition and making healthy choices. Most people are incredibly sensitive about their weight, and many will be amongst the 80% of people who have lost weight dieting only to put it back on again.
“So, if your employees are sitting at their desk or workstation for eight hours solid a day, this will be significantly undermining their health,” he adds. Making it important to build flexibility into their day to allow them to do exercise or go out for a walk or take part in sports during the day. Or leave work on time so they can be active in the evening.”
6. Create a culture of health
Educate managers about the importance of encouraging healthy working practices, including proper lunch breaks. Encouraging them to lead by example to give others ‘permission’ to look after their health and find the time to eat and exercise each day.
Link health goals to people’s overall performance objectives and reward people with healthy options. Such as, a healthy food box or fitness vouchers, instead of alcohol or chocolates. Also consider introducing flexible benefits, that allow people to spend a set amount of cash on a range of health benefits.
7. Make healthy eating more affordable
Over a quarter (25.3%) of people in the UK are obese.
7/10 men are overweight or obese.
The UK’s soaring obesity rate is increasing health risks and driving up sickness absence in a way that employers can no longer afford to ignore.
The UK’s obesity problem is now so severe that the Office for National Statistics has launched an obesity tracker This shows that one in four adults (25.3%) are now obese, putting them at increased risk of diabetes, heart disease and at least 12 types of cancer.
Not only does this cost the economy £58bn a year (equivalent to 3% of GDP), it also causes employees to take an extra four days of sick leave a year. Making helping employees to break unhealthy eating habits a key priority for any employer looking to tackle skills shortages and boost productivity.
Unfortunately, simply telling people to eat more healthily or lose a bit of weight isn’t the answer. Or the great many people who want to lose weight would be having more success. Instead, it’s about creating a culture that breaks unhealthy habits in the following seven ways.
6/10 women are overweight or obese.
1. Share tips to make healthy eating easy and affordable
Steven Pearson-Brown, a registered nutritionist at our sister company ToHealth, says, “Most people want to be healthier, but assume that requires buying costly fresh food and making complicated recipes from scratch. When tinned, frozen and dried fruit and veg is just as healthy, as well as more convenient and affordable. While pulses, legumes and oily fish can make excellent alternatives to having chicken, lamb or beef with every meal.”
So he says, “Share insights on how to buy and use healthy and more affordable ingredients to make quick healthy recipes,” says Steven, “Which can be as simple as beans on toast on a busy night when they might otherwise be tempted to order take-away.”
Explain that you want to help people to eat more healthily and affordably and encourage people to share recipes and tips and ideas with one another. You could also give them access to an expert nutritionist, via a 1:1 session or group webinar. To help them think about food in a different way and set some meaningful personal goals, to keep them motivated. As well as understand how focusing on nutrition will impact positively on any underlying condition.
With over 100 hormones regulating our appetite, for many employees having the opportunity to make healthier choices isn’t enough. Especially if they have already started emotional eating to suppress negative emotions, such as loneliness or stress.
Offering access to emotional support, such as the mental health counselling via an Employee Assistance Programme (EAP), can help. Giving them an opportunity to discuss any underlying issues and develop healthier coping strategies.
5. Help employees to become less sedentary
“It’s much easier to adjust your diet to avoid eating 500 calories, than it is to burn 500 calories through exercise. Making a healthy diet the most important thing when it comes to tackling the obesity crisis,” says Steven. “However, prolonged time sitting reduces metabolism, pushing our bodies into fat storing, instead of fat burning mode.”
Highly processed foods, high in salt, refined carbohydrates, sugar and fat, are on average three times cheaper than healthy foods. Making them more affordable and more widely available than fresh food such as fruit and vegetables.
However, this doesn’t have to be the case. Although the government recently decided not to tax junk food to make healthy food more affordable, employers who provide catering facilities can still do this. By increasing the cost of unhealthy choices and using this surplus to subsidise healthy choices, you can make them more affordable.
To support employees struggling with eating disorders, it's important to be aware of the potential signs and symptoms of these conditions. Some common signs of an eating disorder may include:
• Extreme weight loss or gain
• Changes in food behaviour or eating habits such as missing meals
• Decreased energy levels or increased fatigue
• Changes in mood, behaviour or becoming irritable
• Frequently going to the toilet, particularly straight after eating
• Being obsessed with food and calories
• Disturbed body image, for example, complaining of being fat, even though they have a normal weight or are underweight
• Difficulty concentrating or retaining information
• Absences or not being punctual
• Social withdrawal
According to Beat, it is estimated that 1.25 million people in the UK have an eating disorder.
However, discussions about eating disorders are often neglected, especially in the workplace. As an employer, it's important to be aware of the potential signs of an eating disorder and to take appropriate steps to support employees who may be struggling.
We are considering how to approach eating disorders in the workplace and how to support employees facing the challenges of an eating disorder.
Eating disorders are a group of conditions characterised by an unhealthy relationship with food and body image. The most common eating disorders include anorexia nervosa, bulimia, and binge eating disorder.
Eating disorders are complex mental health conditions that can be influenced by a variety of factors, including genetics, environmental triggers, and psychological and emotional factors which can lead to negative effects on physical health.
An eating disorder can have a significant impact on an employee's work life, affecting their physical and emotional wellbeing in a variety of ways, from decreased productivity and increased absenteeism to difficulties with interpersonal relationships and burnout.
Additionally, the pressure and stress of the workplace can also trigger or worsen eating disorder behaviours, making it important for managers to be supportive and understanding.
When addressing the potential signs of an eating disorder in the workplace, it's important to approach the employee with compassion and understanding. Try to schedule a private meeting with the employee to discuss your concerns and offer support. It's important to avoid making assumptions or diagnosing the employee, as eating disorders are complex mental health conditions that require a professional evaluation. Instead, focus on expressing your concerns for the employee's wellbeing and offer support.
When addressing an eating disorder in the workplace, it's important to provide employees with the necessary support and resources to help them overcome these challenges. Here are a few steps you can take to support employees who may be struggling with eating disorders:
Be flexible: Consider offering flexible working arrangements to accommodate employees who require support. This may include permitting time off for medical appointments, providing longer or more frequent breaks, and adjusting shift schedules for those working unsocial hours. Being flexible can significantly improve an employees' mood and productivity.
Connect the employee with professional resources: Help the employee access support from mental health charities like Beat, who specialise in eating disorders, through their helpline or use of online resources. Additionally, if your company has an Employee Assistance Programme (EAP) in place, use that to connect the employee to further support.
Team activities and socials: When arranging team events and socials, be mindful that bringing cake to work or going out for meals can be stressful for those living with an eating disorder. Consider opting for team building exercises like quizzes, crazy golf, escape rooms instead of food-based socials.
Promote a healthy work-life balance: Creating a supportive work environment starts with promoting a healthy work-life balance and offering mental health resources to employees. Encourage self-care by allowing breaks and promoting activities that improve overall wellbeing. During eating disorders awareness week, consider providing materials to raise awareness and educate your staff.
PAM Wellbeing support organisations and their employees with complex mental health conditions through our EAP and Psychological Services. To find out more about the services we offer, visit our website, or call us on 01925 596244.
Inclusion for neurodiversity in the workplace refers to creating an environment where individuals with neurodiverse conditions, such as autism, ADHD, and dyslexia, are valued and supported.
This includes recognizing and accommodating their unique strengths and talents, as well as providing accommodations to help them succeed. Incorporating inclusion for neurodiversity in the workplace can bring many benefits for both the employees and the company as a whole.
One of the main benefits of having a neurodiverse workforce is that it can lead to a more diverse and innovative workforce. Individuals with neurodiverse conditions often have unique perspectives and ways of thinking, which can bring fresh ideas and approaches to problem-solving. For example, individuals with good attention to detail and ability to focus on complex tasks for long periods may excel in fields such as technology and engineering. These skills can be found in neurodiverse conditions such as autism.
By recognizing and valuing these strengths, companies can tap into a wider pool of talent and gain a competitive advantage. Neurodiverse individuals are a huge untapped talent. Employers can look to access this by ensuring neurodiverse friendly recruitment and onboarding process. Neurodiverse individuals report that they are sometimes out off by certain recruitment practices so making changes can have a huge impact on the number and calibre of candidates you see.
According to a study by the National Autistic Society, only 16% of adults with autism are employed full-time but 77% of those unemployed want to work.
By creating a more inclusive and accommodating work environment, companies can help to break down barriers and provide opportunities for individuals with neurodiverse conditions to succeed in the workforce.
Another benefit of incorporating inclusion for neurodiversity in the workplace is that it can improve employee engagement and job satisfaction. When employees feel that they are valued and supported, they are more likely to feel motivated and engaged in their work. Additionally, providing accommodations such as flexible working hours and quiet working spaces can help employees with neurodiverse conditions to thrive in the workplace
A report by JPMorgan Chase found in Financial Times that professionals in its Autism at Work initiative made fewer errors and were 90% to 140% more productive than neurotypical employees.
Incorporating inclusion for neurodiversity in the workplace can also have positive effects on employee retention. When employees feel that they are valued and supported, they are more likely to stay with a company for the longterm. This can save the company money in the long run, as
Additionally, companies can establish employee resource groups for individuals with neurodiverse conditions, which can provide support, mentorship, and networking opportunities.
At ToHealth we provide services to support neurodivergent employees and their employers in the work place. We can offer screening or diagnostic assessment to explore an individuals neurodiversity in detail, Workplace Needs Assessments to establish the type and level of support that may assist someone in their role and ongoing support and coaching for both employees and the manager to continue to good working practices and effective communication. In addition we offer awareness training on Neurodiversity in a variety of packages to suit your needs.
In conclusion, neurodiversity in the workplace can bring many benefits for both employees and the company as a whole. By recognizing and valuing the unique strengths and talents of individuals with neurodiverse conditions, and providing accommodations to help them succeed, companies can create a more diverse, innovative and inclusive workforce. This can lead to increased productivity, improved employee engagement and job satisfaction, and reduced unemployment rate among individuals with neurodiverse conditions.
Compass Magazine wishes to thank its contributors from PAM Groups businesses:
With April being stress awareness month, us, at 66fit, are taking a dive into the effects that exercise can have on your stress levels as well as your overall wellbeing and lifestyle.
Did you know exercise is not only beneficial for our physical health, but also for our mental and emotional wellbeing? Regular physical activity has been proven to be an effective tool for reducing stress and increasing overall wellbeing!
When we exercise, our bodies release endorphins, also known as “feel-good” chemicals. Endorphins interact with the receptors in our brains that reduce our perception of pain and can trigger a positive feeling in the body. This release of endorphins can help to improve our mood and reduce feelings of stress and anxiety. Exercise can also be a great distraction from daily stressors and can help to clear our minds, allowing us to approach problems with a fresh perspective.
In addition to the release of endorphins, exercise also helps to reduce the levels of the stress hormone cortisol in our bodies. High levels of cortisol can lead to a variety of negative effects on our health, such as weight gain, high blood pressure, and an increased risk of heart disease. Regular exercise can help to regulate cortisol levels and reduce the negative impact of stress on our bodies. Stress and anxiety can make it difficult to fall asleep and stay asleep, leading to fatigue and irritability during the day. Exercise can help to tire out the body,
making it easier to fall asleep and stay asleep throughout the night. Additionally, exercise can also improve the overall quality of our sleep, leading to more restful and rejuvenating sleep. Exercise can also help to improve our self-esteem and overall body image. When we exercise, we are taking care of ourselves and investing in our physical health. This can lead to a sense of accomplishment and pride, which can in turn boost our selfesteem and improve our body image. Also, regular exercise can also lead to physical changes such as weight loss, muscle tone, and improved cardiovascular health, which can further improve our overall body image.
Exercise can also be a great way to socialise and meet new people. Joining a fitness class can provide an opportunity to meet people with similar interests and goals. This can help to reduce feelings of loneliness and isolation and improve overall social support.
In addition, regular exercise also has a variety of other benefits for our physical and mental health. Regular exercise can help to improve cardiovascular health, lower the risk of chronic diseases, improve bone density, and even boost brain function. It’s important to note that the benefits of exercise on reducing
stress and increasing wellbeing can be achieved through a variety of physical activities. It’s not necessary to participate in intense or high-impact activities to see results. Walking, cycling, yoga, swimming, and even gardening can all be effective ways to reduce stress and improve overall wellbeing.
It’s also important to find an activity that you enjoy and that you can realistically make a part of your daily routine. If you don’t enjoy the activity, you are less likely to stick with it.
If you're just getting started in your exercise regime, check out our home workout bundles and save up to £36.03.
In conclusion, regular exercise can be a powerful tool for reducing stress and increasing wellbeing. The release of endorphins, the reduction of cortisol levels, and the improvement of sleep quality are all factors that contribute to the positive effects of exercise on our mental and emotional health. Additionally, regular exercise can also improve self-esteem, body image, and social support. So, find an activity that you enjoy and make it a regular part of your routine and see the positive impact it can have on your life.
Check out our website 66fit.co.uk for a wide range of home fitness and recovery products.
PAM OH Solutions is a national Occupational Health provider. We work with clients across all industry sectors, delivering a flexible range of high quality, pro-active and cost-effective services. Combining the traditional values of professional integrity and good customer service with a modern progressive approach to service delivery.
We deliver efficient and fit for purpose Occupational Health solutions to improve attendance and reduce absence in full compliance with legislation. Our approach extends beyond simply providing a reactive management referral service, we aim to forge strong working relationships with our clients, working in partnership to deliver tailored absence management solutions.
PAM Wellbeing was born out of a need to support our customers and their employees from a holistic health and wellbeing perspective in 2009, expanding on the physical health and rehabilitation services that our occupational health sister company has expertly provided since 2004.
Our suite of mental health, psychological and wellbeing solutions enables organisations the option to engage with
a strategic wellbeing partner to support their employee’s whole health and wellbeing needs, and for their employees to benefit from the multidisciplinary expertise of our extensive team.
We work strategically to implement proactive workplace mental health and wellbeing solutions, to help organisations and their people thrive.
PAM Health is one of the UK’s leading healthcare-product suppliers. Based in Liverpool, providing a wide range of solutions to workplace-health challenges including:
• Posture and musculoskeletal problems
• Chronic neck and back pain
• Carpal tunnel syndrome
• Headaches and migraines
• Injuries to employees
• Hygiene and infection control
Working in partnership with all of PAM Group, we provide a range of products to assist with continued occupational health processes. From ergonomic chairs to sit/stand desks and everything in between.
