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Although absence data tells you how much time was lost, the more useful question is how quickly each case got the right support. It’s the first few weeks that matter most.

Organisations are starting to recognise that long-term business success depends on building a healthy, resilient workforce.

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?

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

Cancer is rising among younger people, but is workplace health support keeping up?

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

Employers need flexible policies as well as trained managers when it comes to supporting employees with cancer.

Cardiovascular health should no longer sit as one small part of a broad wellbeing programme.

Employee absence data is widely available to HR teams but usually never a reliable predictor of who’s next.

Taking a proactive approach to health and wellbeing can help stop issues from escalating. Here are three ways to ensure early interventions make a difference.

The Policy Liaison Group on Workplace Wellbeing brings together parliamentarians, business leaders and civil society to help better understand healthier, fairer working environments, physical health, mental wellbeing and financial resilience in the UK workforce.

Renewal season sparks the same conversation every time. The premium is up, the budget isn't, and somebody asks whether it's time to review eligibility. For Gina Neale of Ciphr Benefits, the answer starts with the policy itself.

Preventative healthcare is gathering increasing momentum as a way of supporting employees and saving money.

With many health conditions remaining undiagnosed for years, forward-thinking employers are looking at embedding prevention and screening into their health strategies.

For a long time, workplace wellbeing was treated primarily as an employee experience issue. Employers invested in it because they wanted their people to feel healthier, happier and better supported. Yet, wellbeing is also fundamental to performance.