Category: Wellbeing

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Time For a Cuppa

May 1st sees the start of Dementia UK’s annual fundraising tea-party. Between Wednesday May 1st and Wednesday May 8th, we are all encouraged to make time for a cup of tea & a slice of cake, to talk about, increase our understanding, and raise some vital funds to help families living with dementia. 

You probably know someone living with dementia, and this post is designed to give some simple pointers to help start a conversation, or to contribute to that conversation if someone else starts it. 

It’s good to talk. It’s better with a cuppa. It’s even better with a cuppa, and a slice of cake. 

What is Dementia? 

Key Facts: 

  • Dementia is the general term used to describe a set of symptoms caused by various conditions that affect the brain. There are many different causes of dementia, the most common being Alzheimer’s disease, vascular dementia, and frontotemporal dementia 
  • Symptoms can include memory loss, confusion, communication problems, changes in personality and behaviour 
  • Around 944,000 in the UK are living with dementia, and this is predicted to rise to over a million by 2025  
  • More women than men are affected 
  • It mainly affects people over the age of 65 (1 in 14). This increases to 1 in 6 in people over 80 
  • Younger people can also have dementia. There are currently 70,800 people (of the 944,000) in the UK under the age of 65 affected. It can be described as “young onset”, “early onset” or “working age” dementia, and can be harder to diagnose due to the symptoms often being associated with other conditions 
  • Treatment for dementia focuses on managing symptoms, slowing the progression of the condition when possible, and providing support to individuals and their caregivers 
  • Age is the biggest factor in developing dementia, however certain factors such as genetics, lifestyle, and underlying health conditions can also influence an individual’s risk of being affected 

Steps you can take to help prevent dementia: 

1. Stay Physically Active: Regular exercise, both aerobic and strength-building, is one of the best ways to help reduce the risk of dementia. It can reduce the risk of health conditions such as type two diabetes and heart disease, both of which are linked to dementia 

2. Maintain a Healthy Diet: A balanced diet rich in fruits, vegetables, whole grains, lean proteins, and healthy fats can support brain health 

3. Reduce Alcohol Intake: NHS guidelines recommend men and women should drink no more than 14 units per week, with ideally 4 alcohol-free days each week and no binge-drinking. Drinking in excess of this can increase your risk of developing dementia 

4. Stop Smoking: Smoking causes damage to the circulation of blood around the body, including blood vessels in the brain, as well as the heart and lungs  

4. Keep Your Mind Active: Engaging in mentally stimulating activities such as puzzles, reading, learning new skills, and socializing can help keep the brain sharp and may lower the risk of dementia 

5. Manage Long-term Health Conditions: Conditions such as high blood pressure, diabetes, and high cholesterol can increase the risk of dementia. Managing these conditions through lifestyle changes and, if necessary, medication, can help reduce the risk 

6. Get Quality Sleep: Poor sleep can impair cognitive function and may be a risk factor for dementia. Aim for 7-9 hours of quality sleep per night and practice good sleep hygiene habits 

7. Stay Socially Engaged: Maintaining social connections and participating in social activities can help support cognitive health and reduce feelings of loneliness and isolation, which are associated with an increased risk of dementia 

8. Protect Your Hearing: Hearing loss experienced between the ages of 40-65 can be an early sign of dementia or increase the risk of it developing. It’s important to get a hearing test if any changes are noticed, as the use of hearing aids can help prevent the onset of dementia 

9. Protect Your Head: Head injuries, particularly those resulting in loss of consciousness, have been linked to an increased risk of dementia. Take precautions to prevent falls and wear appropriate protective gear during activities with a risk of head injury 

Dementia is a challenging and often devastating condition, but there are steps individuals can take to reduce their risk or delay its onset. By adopting a healthy lifestyle, staying mentally and physically active, managing chronic conditions, and taking precautions to protect brain health, individuals can empower themselves in the fight against dementia. Additionally, ongoing research into the causes and treatment of dementia offers hope for future breakthroughs in prevention and treatment. 

Thanks for reading! We hope these snippets of information have helped a little with building both an understanding of living with dementia and providing some practical tips. If you’d like to learn more, the links below offer advice and support. 

Resources and Support: 

www.dementiauk.org

www.alzheimersresearchuk.org

www.alheimers.org.uk

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Supporting Menopause in the Workplace:

New Guidelines

Menopause is a natural phase which affects most women who have periods, including transgender, non-binary, and intersex people. It usually happens between 45 and 55 years, although can occur earlier and later, and often arrives with a host of physical and emotional changes.

There are 3 stages:

Perimenopause – the stage leading up to menopause when hormone changes start to occur and women can begin to experience symptoms, but are still having periods

Menopause – when periods have stopped for 12 consecutive months. It is effectively 1 day

Post-menopause – from the day after the 12 months onwards

The impact that menopause can have on women in the workplace has long been overlooked or misunderstood. Recognizing the need for greater support, the Equality and Human Rights Commission (EHRC) recently unveiled new guidance aimed at helping employers create a more supportive and inclusive environment for employees navigating menopause symptoms, and to educate employers on their legal obligations.

Under the Equality Act 2010, workers are protected from discrimination due to having a disability, their age, sex, or gender reassignment. If the menopause symptoms experienced are long-lasting and affect the ability to carry out day-to-day tasks, it could be classed as a disability, and there will be a legal obligation to provide reasonable adjustments.

So, what can employers do to fulfil their obligations and create a workplace where menopause is understood and supported?

Education and Awareness: Many misconceptions surround menopause, leading to stigma and discomfort in discussing it openly. Employers can start by educating themselves and their staff about what menopause entails and its potential impact on work performance and wellbeing. By fostering a culture of understanding and empathy, workplaces can break down barriers and encourage open dialogue.

Flexible Working Arrangements: Menopause symptoms vary widely among individuals and can fluctuate in severity. Offering flexible working arrangements, such as remote work options or flexible hours, allows employees to manage their symptoms effectively while continuing to fulfil their professional responsibilities. Flexibility not only supports employees going through menopause but also contributes to overall work-life balance and productivity.

Reasonable Adjustments: Just as employers make accommodations for other health conditions or disabilities, they should be prepared to make reasonable adjustments for employees experiencing menopause symptoms. This might include providing access to fans or temperature control in the workplace, allowing additional breaks, or adjusting workload and responsibilities during periods of heightened symptoms.

Supportive Policies and Practices: Implementing policies and practices that explicitly address menopause-related issues demonstrates a commitment to inclusivity. This could involve incorporating menopause into existing diversity and inclusion initiatives, providing access to relevant resources and support networks, and ensuring that line managers are equipped to handle conversations about menopause with sensitivity and understanding.

Creating a Positive Work Environment: Employers can nurture a supportive environment by promoting open communication, encouraging peer support networks, and actively challenging any discriminatory attitudes or behaviours related to menopause.

By embracing these principles, employers can not only fulfil their legal obligations but also reap the benefits of a more inclusive and supportive workplace. Employees experiencing menopause symptoms deserve to feel valued, understood, and empowered to navigate this significant life transition with dignity and grace.

For more guidance on supporting employees experiencing menopause symptoms, click here to arrange an initial chat.

Resources:

https://www.equalityhumanrights.com/guidance/menopause-workplace-guidance-employers

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Why wellbeing in the workplace needs to be top of the agenda in 2024

January, the time for healthier habits and setting goals for the year to come. Beyond personal resolutions, it’s also the perfect time for employers to take a look at the wellbeing of their workforce, and review whether their wellbeing programme is robust enough to support them throughout the coming year. In this blog post, we will discuss why workplace wellbeing should be a priority for employers and what initiatives could be implemented to kick start a healthy and prosperous 2024.

Why focus on wellbeing?

With 35.2 million working days lost during 2022/23 due to work-related illnesses, wellbeing in the workplace should be at the top of the agenda. Stress, anxiety or depression, and musculoskeletal conditions were the main reasons why sick days were being taken, so it’s clear to see why investing in the physical, emotional and mental health employees can benefit not only the people, by creating a healthier culture, and improving employee morale and engagement, but also the performance of the business.

A strong focus on wellbeing also sets a business apart as an employer of choice. It helps attract top talent and retain valuable employees who seek a supportive work environment.

Gather the evidence

Staff surveys can be a great way to gather feedback and find out how employees are doing, what’s important to them, and what their wellbeing needs are. The results can be used to form a wellbeing strategy, and tailor-made initiatives can be put into place. Inevitably, needs change, and what works for some, may not be suitable for others, so regular reviews identify where tweaks need to be made, or other options need to be looked at.

The frequency of employee absences offers a valuable insight into their health and wellbeing, yet it’s essential for employers to look holistically and delve deeper, for example, keeping a look out for any signs of presenteeism or leaveism. Presenteeism is when employees feel pressured to be present at work(physically in the office or remotely), despite being ill. On the other hand, leaveism is where people are using their leave time for things other than a break from work, such as working during annual leave. This could be due to issues with workload management, a lack of work-life balance, or an environment where taking time off is discouraged or not effectively supported. Both presenteeism and leaveism can indicate underlying issues with workplace culture and employee wellbeing.

What health and wellbeing benefits can be offered?

Once the needs have been identified, there are various wellbeing initiatives that can be put into place:

  • Employee Assistance Programme (EAP) – Offers support and practical advice on health and wellbeing and financial issues, and many also have access to free counselling services.
  • Wellness Programs – Initiatives promoting physical activity, healthy eating, stress management, and overall wellbeing.
  • Family-friendly Policies – Examples being maternity and paternity leave, parental leave, and policies around flexible and hybrid working to help promote a better work-life balance.
  • Occupational Health Support – practitioners who focus on health and wellbeing in the workplace and can support with adjustments and returning to work after long absences.
  • Health Promotion Benefits – Gym memberships, for example, or free healthchecks
  • Health Insurance – provides access to healthcare for a wide range of illnesses and conditions, depending on the level of cover.
  • Education and Training Resources – workshops or resources on health-related topics like nutrition, stress reduction, weight-loss, to raise awareness and to encourage self-care.

The role of line managers

Line managers play a pivotal role in managing wellbeing in the workplace. Effective managers actively engage with their team, developing relationships, demonstrating empathy and understanding, and encouraging open communication. They are in a position to spot potential early warning signs, and can support with any adjustments that need to be made, and signpost to resources or professional services that may need to be accessed. Their leadership sets the tone, so it’s key that they understand the impact their management style can have on people, and that they are demonstrating the behaviours that promote a positive team culture.

To prepare managers, it’s important to provide them with regular training and support to deal appropriately with health and wellbeing issues, and to ensure they are aware of relevant policies and procedures that are in place.

The role of employees

Health and wellbeing initiatives are only going to be beneficial if employees participate, and also understand the importance of looking after themselves and adopting a healthier lifestyle.

Regular communication can help encourage this, and also involving the team in shaping the wellbeing strategy by gaining feedback or more directly by inviting people to become Wellbeing Champions.

By bringing health and wellbeing to the forefront, looking at the evidence, and taking an holistic and integrated approach, organisations can develop an effective strategy based on the needs of the workforce. This can help improve employee engagement, wellbeing, and morale, and lead to better productivity for the business.

If you’d like more advice or support on how to approach wellbeing in the workplace please drop us a note here today and we’ll set up an initial chat.

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Navigating Alcohol Conversations in the Workplace


Addressing sensitive topics like alcohol consumption with employees requires empathy, understanding, and clear communication. This post explores the importance of an open dialogue surrounding alcohol use in the workplace, guiding managers to approach conversations tactfully and supportively:

  1. Recognising the Role of Employers:
    Managers play a crucial role in fostering a supportive workplace culture. Acknowledging the impact of alcohol misuse on peoples’ wellbeing and work performance is the first step towards creating an environment where employees feel safe discussing such matters.
  2. Understanding the Signs and Impact of Alcohol Misuse:
    Being aware of signs indicating alcohol-related issues and understanding their impact on productivity, absenteeism, and overall wellbeing is vital. This knowledge enables employers to intervene appropriately and offer support. The first warnings signs you could notice are some (or all) of the following:
    • increasingly being late to work or absent, particularly following a pattern… Fridays or Mondays for example.
    • preoccupied and not able to focus
    • erratic behaviours such as speaking loudly and excessive laughing
    • arriving at work or returning after lunch smell of alcohol
    • neglecting appearance
    • excessive use of chewing gum/mouthwash
    • noticeable shaking/tremoring
    • a change in personality, perhaps more anxious, depressed or lacking in self-esteem.
  3. Approaching the Conversation:
    As a manager, it may feel daunting having to approach a person who you suspect may have a problem with alcohol, however, it’s essential to deal with the situation promptly, and book a meeting as soon as possible. It’s okay to have someone with you for reassurance, but no more than one to avoid the person feeling victimised. Prepare beforehand, gathering evidence and also resources that could support the person going forward.
  4. Things to keep in mind during the conversation:
    • Expect that the person may become defensive or even angry, and be in denial about the issue
    • Open the meeting with a supportive comment. “Are you ok?” or, “How are you? I’m a bit worried about you.” helps set the tone of support rather than challenge.
    • Present the facts, for example, “we smelt alcohol on your breath when you returned from lunch”, and show the impact that alcohol is having or may have on their work, and on their colleagues
    • Recommend that the person seeks help from a GP, and also provide resources such as counselling services, Employee Assistance Programs (EAPs), or information about local support groups. This support demonstrates a commitment to helping employees overcome challenges related to alcohol use
    • Discuss any adjustments that could be made to support the person in the workplace
    • Above all, the focus should be concern for the employee’s wellbeing, emphasising support, empathy, confidentiality and a non-judgmental approach to encourage openness


Conversations about alcohol use in the workplace require sensitivity and empathy. Whilst employers and managers may feel full responsibility for the employee’s wellbeing, it’s important to remember that the person also needs to acknowledge and face up to their problem, and the role of the manager is to support them, alongside specialist help to take the first steps in their road to recovery.

If you’d like more advice or support on how to have sensitive or difficult conversations with people in the workplace, please drop us a note here today and we’ll set up an initial chat.

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Breaking Barriers: Encouraging Workplace Inclusion for People with Disabilities

Being an inclusive employer means creating a workplace where every person feels equally valued and respected for their unique skills and abilities, regardless of their background or identity. This includes attracting and welcoming people with disabilities.

The number of people living with disabilities or long-term health issues, who are not working, is staggering. With approximately 7.7 million people of working age [1] making up this group, it’s incredible that roughly only half of them currently employed. This untapped resource of potential talent represents a missed opportunity for businesses to benefit from the unique perspectives and skills that these people can bring to the table.

There are many reasons why people with disabilities or long-term health issues may struggle to gain employment. Sometimes the employee feels they may be a burden, and sometimes there is as a lack of understanding on behalf of the employer. It’s common for many employers, particularly smaller, or medium sized businesses, to have a lack of clarity around what accommodations in the workplace can be made or are appropriate.

Here are some steps you can take to be an inclusive employer and attract people with disabilities:

  1. Educate yourself and your staff on disability issues: This includes learning about disability etiquette, accessibility, and adjustments. Line managers that embrace the importance of building a culture of inclusivity and fully understand the role they play are key, as they will be the ones managing, supporting, and developing employees day-to-day.
  2. Make your workplace accessible: This includes physical accessibility, such as wheelchair ramps and accessible bathrooms, as well as digital accessibility, such as accessible websites and technologies.
  3. Making reasonable adjustments: The Equality Act places a duty on employers to make reasonable adjustments for employees with disabilities. This means that if there are any aspects of a job or workplace that put a disabled employee at a disadvantage, the employer must take steps to address them. Failure to do so can lead to legal repercussions. Some examples might include providing specialised equipment or software, modifying work hours, or altering work duties to better suit the employee’s needs. It’s important to address reasonable adjustments on an individual basis, and not assume that one person’s needs will be the same as those of another with the same condition.
  4. Become a part of the Disability Confident Scheme: This will give you access to support in recruiting, supporting, and retaining people with disabilities, as well as recognition that you are committed to inclusion and diversity, which can be used when advertising for job vacancies.
  5. Consider any barriers before recruiting for a role: It may be necessary to make adjustments at every stage of the process to ensure that all candidates have an equal opportunity to demonstrate their skills and qualifications. By proactively addressing any potential barriers and making necessary adjustments, you can create a more inclusive and fair recruitment process for all candidates.
  6. Recruit from disability networks: Reach out to disability networks and organisations to recruit job candidates with disabilities. This could include job fairs or online job boards specifically for people with disabilities, for example, Evenbreak.
  7. Use inclusive language in job postings: Use inclusive language in your job postings to attract a diverse pool of candidates, avoiding language that could be seen as exclusionary or discriminatory.

Despite facing challenges, individuals with disabilities offer distinctive perspectives and skills in the workplace. They demonstrate remarkable adaptability, creative problem-solving abilities, and provide fresh approaches to business challenges.

By creating an inclusive and accommodating workplace, employers can attract a diverse range of skilled workers and promote a culture of respect and fairness. Remember that being an inclusive employer is an ongoing process, and it requires ongoing education and effort.

If you’d like more advice, or support to recruit from a a broader pool of talent, please drop us a note here today and we’ll set up an initial chat.

[1] https://assets.publishing.service.gov.uk/media/5fbe437b8fa8f559e0e5cc61/disability-confident-line-managers-guide.pdf

 

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Exploring the Endless Benefits of Volunteering

Volunteering offers a multitude of benefits, both for the individuals giving their time and effort and for the communities and causes they serve. Here are some of the key advantages:

  1. Sense of Purpose: Volunteering provides a sense of purpose and fulfillment and gives individuals the opportunity to make a meaningful difference in the lives of others or in their community.
  2. Skill Development: Volunteers often acquire new skills or enhance existing ones. Whether it’s leadership, communication, problem-solving, or teamwork, the diverse experiences gained through volunteering can be valuable in personal and professional growth.
  3. Expanding Networks: Volunteering connects people with shared interests and values, fostering new friendships and expanding professional networks.
  4. Improved Physical Health and Wellbeing: Research suggests that volunteering can positively impact mental and emotional wellbeing. It can reduce stress, combat depression, and provide a sense of happiness and fulfilment.
  5. Building Empathy and Understanding: Exposure to different people and situations through volunteering can increase empathy and understanding of different perspectives and challenges faced by others.
  6. Community Impact: Volunteering has a direct and positive impact on communities. It brings people together, transcending differences to work towards a common goal—improving the lives of others.
  7. Personal Growth: Volunteering often leads to personal growth by challenging individuals to step out of their comfort zones, learn from experiences, and develop a broader worldview.
  8. Feeling Connected: Volunteering creates a sense of belonging and connection to a community or cause, instilling a feeling of pride in contributing to the greater good.
  9. Inspiration for Others: By leading by example, volunteers can inspire others to get involved and create a ripple effect of positive change in society.

As revealed, volunteering can enhance CV’s when you’re looking for a new role, and build confidence if you’re looking to return to the workplace.

Encouraging employees to volunteer also brings many benefits to businesses. It boosts morale and engagement, enhances the company’s image, and helps employees develop skills while strengthening teamwork.

Volunteering goes beyond charity—it sparks personal growth, uplifts communities, and drives positive change. Each act of giving back brings us closer to a brighter, more connected world.

If you’d like to chat about the benefits of volunteering, contact us today.

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It’s okay to disagree

“Peace is not the absence of conflict, but the ability to cope with it” Mahatma Gandhi

This week is World Wellbeing at Work Week. 

With many of us spending much of our week working, the environment and relationships within the workplace can have a huge impact on our wellbeing. If we’re lucky, this is mostly positive, however, conflicts can arise due to personality differences, failures in communication, or simple misunderstandings. These can lead to people feeling stressed or even bullied.  

When left unchecked, these conflicts have the potential to escalate and negatively impact the productivity and wellbeing of those involved. In this post, we’ll share some tips, techniques, and strategies for addressing conflicts in the workplace helping to create a sound and peaceful work environment. 

  1. Develop and Communicate Clear Policies and Procedures: 

Having a clear Dignity at Work policy in place which is communicated regularly to employees will raise awareness of the behaviours that are expected, and those which will not be tolerated. This sets the clear expectation of an environment that embraces respect for one another.

  1. Know Your team and Encourage Open Communication: 

By understanding your team, you’ll better appreciate any personal challenges that may be impacting them and identify potential disagreements. Promote open communication and be approachable as a line manager to ensure that your teams feel comfortable sharing their concerns without fear of reprisal. 

  1. Intervene Early and Quickly: 

Be alert to any signs of potential tensions and challenge any unfair treatment. Take prompt action to facilitate the resolution of conflicts in a positive and proactive way. Create a safe space for discussion, listening objectively to all parties, and showing empathy, which will encourage employees to be open about any problems and help identify the root of the issue.  

Bringing the people involved together in a facilitated meeting can help them find common ground and encourage them to find a way forward. Prevention is better than cure, so tackling low-level tension at the first sign of conflict can avoid something bigger needing to be dealt with later. 

  1. Follow-up: 

It’s important to check-in regularly afterwards to gauge how the parties are, and to ensure the issue has been resolved.

  1. Be a Role Model 

One of the most effective ways to manage conflict in the workplace is to lead by example. Be aware of how you interact with your employees and model the kind of behaviours you would like to see. Ensure that you are respectful, approachable, and consistent in your interactions with others and are demonstrating the values of the business. By doing so, you can set a positive example for others to follow.

Whilst the aim is always to resolve any kind of conflict early and informally, occasionally, a more formal approach will be necessary, and it’s important to recognise at what point this is, and to seek help to navigate the process when needed.   

“The number one goal in resolving conflict is to make sure both sides maintain their self-esteem. Resolving conflict is rarely about who is right. It is about acknowledging and appreciating differences” Thomas Crum

At Kestrel HR, we can provide you with the guidance, tools and support on this and all your other people issues, so contact us today for a complimentary, no obligation conversation. 

Thanks for reading! 

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Lets talk about menopause in the workplace

Although menopause is a natural process that all women go through, the topic is still surrounded by stigma and taboo. Some women will sail through, but for others, the symptoms are disruptive and challenging to everyday life. This can make going through menopause at work feel like a very isolating and difficult experience.

There are a few things that you can do to make the workplace more supportive and understanding of the menopause, creating an inclusive environment where menopausal women feel comfortable talking about their symptoms in the same way they would any other health or wellbeing issue. And there’s no better time to get started than now, during Menopause Awareness Month:

1. Talk about it

The first step is to start talking about menopause in the workplace. This can help to break down the stigma and make it a more normalised topic of conversation. Try to create an open and supportive environment where women feel comfortable discussing their symptoms, whether that’s with colleagues, line managers or HR. This way, you can work together to find ways to make the working day more manageable.

2. Educate yourself and others

There is still a lot of misinformation about menopause, so it’s important to educate yourself and others about what it actually is and how it can affect women.

Organisations to signpost to include:

https://www.menopausematters.co.uk/

https://www.daisynetwork.org/

https://www.themenopausecharity.org/

3. Be flexible and accommodating

The symptoms of menopause can vary greatly from woman to woman, so it’s important to be flexible and accommodating. This might mean making small changes like allowing women to adjust their working hours or providing a comfortable space for them to take breaks during the day. Having a Menopause Policy in place is helpful, alongside other relevant policies. Providing line managers with training will also enable them to have the right conversations, and ultimately support employees with the right adjustments needed. You can create an action plan to help manage symptoms and identify triggers.

With 63% of menopausal women saying the symptoms negatively impact their work, now is the time to take action, and talk about menopause.

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