Resource search

Most employers offer some form of wellbeing support. Far fewer offer anything that helps a woman through menopause, failed IVF cycle or return to work after miscarriage. That gap is where many experienced women are quietly leaving the workforce.

In this webinar, Fertifa’s executive director Eileen Burbidge and director of people and operations Céline Crawford explain how to build a plan that’s compliant, easy for managers to implement. 

With menopause support moving up the workplace agenda, employers have a golden opportunity to take a more proactive approach and keep hold of their best talent.

When it comes to mental health, physical fitness and a balanced lifestyle play an important role.

Why do we wait until somebody is in serious pain before we act on musculoskeletal health?

Improvements in cancer treatment might mean your employee benefits are no longer cost-effective, or practical, but a focus shift to emotional wellbeing could help.

Often people have never heard of the other funding routes available to them, let alone how to claim them.

What is workplace men's health support and what defines a good service?

Pregnancy loss often has no visible change or formal leave. But things are changing.

Most large UK employers have a menopause policy. Far fewer have something they could publish. That gap is about to matter.

How to build a menopause action plan that complies with the requirements of the Employment Rights Act.

Spring next year might still feel a long way off, but there are three things your reward team should be nailing down now before a crucial deadline.

Support for menopause, fertility and parenthood usually starts at an event, such as a diagnosis, a funded cycle, or a period of leave but the mental health effects can begin long before.

The gap between how organisations structure support and how employees experience life is costing businesses more than they realise.

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

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.

In today’s professional landscape, people leaders are facing an escalating challenge: balancing the rising costs of absenteeism with the demand for comprehensive, impactful healthcare benefits.