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The school summer holidays have begun, and the working day changes with them.

Employees often need a little help when up against the financial shockwaves that come with poor health, cost of living increases and other unexpected life events.

At first glance, today’s workforce looks united by shared pressures. Rising living costs, changing care demands, and an evolving world of work are things many employers recognise across their organisation. Scratch just below the surface, though, and a different picture appears. 

Rising living costs, changing care demands, and an evolving world of work are experienced by all employees, but why are the outcomes so different?

UK employers absorb the cost of fertility challenges every day. It shows up in unplanned absence, reduced performance, delayed career progression, and loss of talent.

Parents make up a significant proportion of those experiencing mental health challenges in the UK, 68% of women and 57% of men, highlighting the urgent need for tailored support. However, mental health doesn’t exist in isolation, when a parent is struggling, the impact is often felt across the entire family.

Today's workforce stretches across five generations. The youngest and the oldest face very different pressures, and very different health needs. The question every reward leader should be asking is whether your benefits strategy is designed for all.

As of April, changes to statutory sick pay (SSP) have altered how sickness absence is treated in the UK.

Caring responsibilities add to the unequal pressure at work for women and carers and creates a risk for employers they can’t afford to take.

For many employees, care vs career can feel like a constant push and pull - a strain that has only become more deeply entrenched since the pandemic.

A holistic approach to reproductive health not only improves employee wellbeing but also delivers measurable business outcomes.