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Employee assistance programmes (EAP) have become a familiar component of many workplace benefits packages – either embedded within a core employee benefit such as private medical insurance, a cash plan or group risk policies or offered as a stand-alone benefit. Offering one, however, is not the same as having a strategy.

For most employees the end of the vacation period only means the pressure is back on to deliver those projects. For middle managers, the pressure never really went away.

Mental health first aiders could be a practical way to strengthen workplace wellbeing strategies.

Sustainable resilience is about creating the conditions that help employees respond constructively to challenges.

UK employers face rising mental health-related absence, yet available support is underused due to low awareness and poor integration. Treating wellbeing as a core business priority can improve performance, reduce absence, and retain talent.

Broadstone’s Sharon Harwood-Davis looks at why employers need to move from claims reporting to people risk forecasting.

Organisations that plan well for an older workforce will be those that have understood the MSK risk in their people. 

Vista Health teamed up with The Heath to bring health support closer to employees by encouraging earlier intervention.

When an employee reaches the point of asking for mental health support, the quality and speed of the response they are provided with can dramatically shape the result of the intervention and help in preventing their difficulties from escalating.

Reports already say that cancer will affect 1 in 2 of us within our lifetime. Although most cases are in older people out of the workforce, new data shows incidences now rising in younger people.

Helping employees through early parenthood can build the foundations of long-term workforce health.

In times of financial uncertainty or instability, money problems aren’t the only heavy factor that can weigh on employees' mind.

Voy has made great strides in creating inclusive workplaces by championing two major pillars: Neurodiversity and menopause support. However, there is a critical, often invisible intersection where these two areas collide, and it is likely impacting some of your highest-performing female leaders right now.

Burnout is a slow burner that’s hard to detect so employers need to be aware of early intervention before it’s too late.

UK employers have a new and growing problem on their hands. Employee long-term ill health, sickness absence and economic inactivity are all heading in the wrong direction, and the impact on businesses is becoming impossible to ignore.

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.