Louisa Hogarty

♀️ New guidance on menopause in the workplace published by the EHRC Identify your responsibilities. Learn more > https://loom.ly/Gjp3pOc #Menopause #HR #EmploymentLaw

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Before we begin anything, we need a solid strategy, right? Implementing MSK care within the workplace is no different. Currently, workplace health & well-being management plans, are often reactive, rather than strategic. An effective strategy is key to ensuring the MSK support offered to employees accurately aligns with their needs. This way, they have the opportunity to make the most out of their benefits to live healthier lives, and employers can utilise their costs efficiently to ensure money is being spent in the right places. #EQLmskcare #msk #healthtech #digitalhealth #physiotherapy

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🌟 Exciting News 🌟 Whether you've already signed up for our online CPD workshop or you're still thinking about it, we've got something special for you: 𝐉𝐨𝐢𝐧 𝐨𝐮𝐫 𝐅𝐑𝐄𝐄 𝐰𝐞𝐛𝐢𝐧𝐚𝐫 𝐨𝐧 𝐑𝐞𝐭𝐮𝐫𝐧-𝐭𝐨-𝐖𝐨𝐫𝐤 𝐑𝐞𝐡𝐚𝐛𝐢𝐥𝐢𝐭𝐚𝐭𝐢𝐨𝐧. Discover how to create effective return-to-work plans and explore the critical role of mental health in addressing incapacitation. This is your chance to gain valuable insights, learn practical strategies, and ask your burning questions before the full workshop. Let’s make the return-to-work journey impactful together! Register Now: https://lnkd.in/d2eMUsC2 Let’s build better paths to recovery, one step at a time. #lifecoach #wellbeing #wellness #leadershipdevelopment #CPD #HPCSA

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Many employees with ADHD mask their condition at work, often fearing stigma or negative career impacts. Employers can create an inclusive culture by promoting open dialogue about ADHD, offering training on neurodiversity, and ensuring policies that support psychological safety. Read on for more insight: https://ow.ly/YsVE50TVipa #InclusionMatters #ADHDatWork #Neurodiversity

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ADHD affects an estimated 2.6m people in the UK, according to the charity ADHD UK Speaking to HR magazine, Prof. Amanda Kirby MBBS MRCGP PhD FCGI, Chair of the ADHD Foundation charity, said, "The experiences of people with ADHD at work are individual and should be treated as such." As occupational health professionals, we believe in nurturing a supportive workplace where everyone feels confident to express their neurodivergence without concerns of bias or judgement. This is made possible by maintaining confidentiality, establishing clear guidelines for reasonable adjustments, and encouraging leaders to champion inclusivity and promote positive conversations around #neurodiversity.  We’re passionate about helping businesses create inclusive environments that support all employees, including those who are neurodivergent. #HRcommunity #occupationalhealth #ADHDAwarenessMonth https://lnkd.in/e3pTc-vi

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Around one in six people (17%) have considered leaving work due to a lack of support in relation to their menopause symptoms, and a further 6% have left work (CIPD). This #WorldMenopauseDay24 we’re sharing five actions that employers can take to better support people going through the menopause.  What menopause initiatives do you already have in place – and what are you thinking of introducing? Comment below 👇 #WorldMenopauseDay #employeebenefits #menopauseawareness Bupa, Syrona Health, YorkTest Laboratories

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Managers get new guide for supporting disabled employees The Government has published new guidance on recruiting, managing, and developing people with a disability or an underlying health condition. Disability Confident and the CIPD have released a revised guide aimed at empowering line managers to better support disabled employees. This update addresses a key finding in the CIPD's 2023 Health and Wellbeing at Work report, namely a lack of manager knowledge and confidence in managing employees with disabilities or long-term health conditions. The new guidance emphasises the crucial role line managers play in fostering an inclusive workplace. This translates to benefits like improved team performance, morale, employee retention, and reduced sickness absence. The guide offers support throughout the employment lifecycle, covering topics like: * Legal responsibilities * Inclusive language and behaviour * Reasonable adjustments * Recruitment and onboarding * Managing disclosures and confidentiality * Career progression * Sickness absence * Employee retention * Departing employees It also provides specific guidance on supporting individuals with long COVID, neurodiversity, and other disabilities and health conditions. The link to the guidance is available in our article. #disability #discrimination #equality #absence

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💡 Reasonable adjustments can help employees to stay in work while recovering from or managing a mental health condition. Understand how you can work with your employees to find reasonable adjustments to support mental health and wellbeing in the workplace. Read our advice here: https://lnkd.in/ezJvUgrc #ReasonableAdjustments #MentalHealth #Wellbeing

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When it comes to mental health we believe having the knowledge and confidence to speak with your employer is vital for a positive workplace where you can thrive. Acas have shared a helpful guide on how to ask for reasonable adjustments which can support and aid your recovery.

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📢 New Report Highlights Growing Health & Wellbeing Challenges for UK Employees 📢 This article provides deep insight into the critical state of employee wellbeing in the UK, revealing just how much the cost of living and lack of workplace support are impacting mental health and productivity. It's eye-opening to see that, despite having access to wellbeing programs, many employees aren't engaging with them—whether due to poor communication or resources not aligning with their needs. A recent report from Westfield Health reveals increasing mental and physical health challenges for UK employees, with a widening gap between their needs and the support available at work. With the rising cost of living and lack of adequate resources, the pressure is mounting. 🧠 Mental Health Concerns: 𝟯𝟬% of employees report a decline in their mental wellbeing over the past year. 𝟳𝟰% are worried about the impact of rising living costs. Mental health issues are directly impacting productivity, with 𝟰𝟱% of employees saying it has affected their work..  🏢 Lack of Workplace Support: 𝗢𝘃𝗲𝗿 𝟭 𝗶𝗻 𝟰 (27%) employees report having no access to workplace wellbeing support. 𝟲𝟬% of those with access to wellbeing programs have never used them. Feedback is often missing, with 𝟰𝟮% of workers saying they haven’t been asked what they need from wellbeing initiatives. Key Takeaway: Companies need to act now to bridge the wellbeing gap. Better communication, comprehensive support programs, and regular feedback can make all the difference—both for employees' health and business productivity. What steps is your organisation taking to support employee wellbeing in these challenging times? #EmployeeWellbeing #MentalHealthMatters #Leadership #CostOfLivingCrisis #WorkplaceWellbeing #brightmine

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Kate Usher provides three easy steps every employer can and should take to support women and those going through menopause Menopause in Business https://loom.ly/h38dAoc #menopause #womenshealth #pinchpunch

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Today is International Men's Day. It would be remiss if we don't talk about men's health, both mental and physical, and masculinity in the workplace. As an HR practitioner and business owner, I've seen firsthand the impact that a toxic workplace culture can have on employees, productivity, and ultimately, the bottom line. I recall a particularly difficult situation where a male employee felt uncomfortable speaking up about his struggles with work-life balance, fearing it would be seen as a sign of weakness. This experience stuck with me and made me realise the importance of creating a workplace culture that encourages vulnerability and inclusivity. The article "Masculinity in the Workplace" by Culture Amp highlights the ways in which traditional masculine norms can stifle open communication and create a culture of silence. As small business owners, we have a unique opportunity to break down these barriers and create a more inclusive workplace culture. So, what can we do? - Create a safe space for vulnerability Encourage employees to speak up about their struggles and concerns without fear of judgment. This can be as simple as holding regular check-ins or creating an anonymous feedback system. - Foster a culture of empathy Lead by example and demonstrate empathy towards your employees. This can help to break down traditional masculine norms and create a culture where employees feel comfortable showing vulnerability. - Address the root causes of toxic culture Take a hard look at your company's policies and procedures and identify areas where traditional masculine norms may be perpetuating a toxic culture. Make changes to address these issues and create a more inclusive workplace. As small business owners, we face many challenges, from managing cash flow to finding and retaining top talent. But creating a positive and inclusive workplace culture is essential to overcoming these challenges. By breaking down barriers and fostering a culture of empathy and vulnerability, we can create a workplace where employees feel valued, supported, and empowered to succeed. So, what steps can you take today to create a more inclusive workplace culture? Share your thoughts and experiences in the comments below! #InclusiveWorkplaceCulture #SmallBusiness #Leadership #Inclusivity #InclusiveWorkplace #CorporateCulture #WorkLifeBalance https://lnkd.in/gDi-yfBg

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