BridgehouseLaw LLP’s Post

As workplaces evolve, so do the challenges employees face in balancing professional responsibilities with personal life. A recent study highlights a growing trend: employees are taking an average of six sick days annually to care for loved ones. This finding underscores a critical need for employers to rethink their sick leave policies. Ensuring that employees can use their sick days flexibly to support family members not only promotes a healthier work-life balance but also fosters loyalty and reduces burnout. More info below ⬇️

Interesting article highlighting that people are waking up to unlimited holiday being just another part of 'The Wellbeing Con'. It's hard enough to take a regular break in most workplaces due to work pressures and lack of cover. Then we also have people working or available whilst on holiday, so they never get an actual real break from work. #wellbeing #realholidays #disconnect https://lnkd.in/e87NaWzZ

The workplace is evolving, and so are employee benefits. 🌟 In 2024, companies are stepping up to better support work-family balance, and it's exciting to see the positive changes happening. Here are a few key trends shaping the future of benefits: - Flexible Work Arrangements 🏡: Remote and hybrid options are giving employees the flexibility to manage their personal and professional lives. - Expanded Parental Leave 👶: Organizations are enhancing parental leave policies to support both new moms and dads. - Childcare Support 🧸: On-site childcare and subsidies are becoming more common to ease the burden for working parents. - Elder Care Assistance 👵: Employers are recognizing the challenges of elder care, offering resources to help support employees with aging family members. - Mental Health Resources 🧘♀️: Enhanced mental health benefits are top of mind, with counseling and stress management programs becoming a priority. These trends reflect a shift toward a more holistic approach to employee well-being, where work-life balance isn’t just a buzzword but a genuine commitment. 🌱 How is your organization adapting its benefits to meet these evolving needs? #EmployeeBenefits #WorkLifeBalance #HRTrends #FutureOfWork #WellbeingAtWork https://lnkd.in/ehbk57EB

Despite the influx of new wellness apps and employee benefits, workers are still struggling — to the point that they need to take a medical leave of absence. Learn how employers can support employees struggling with mental health challenges and create a more supportive workplace culture. #EmployeeWellbeing #MentalHealth

"Annual leave is not a gift. Or a gesture." ... If anything, it's a health & safety measure! If you're employed by a company, then annual leave (or PTO) allocations are there to keep you well. To give you a paid break from work. And trust me, it's in the organisation's interest too! Why? Well as my amazing colleague Anita Lucas ACC MCIPD put it; "your employer is essentially renting your brain". And guess what, they want the skills and work performance they're renting to be at it's best! They want you to be rested, brimming with fresh ideas, and operating at your highest performance. And we know that high performance (and under high stress) can only be sustained for short periods. Think of it like a machine that will overheat with too much activity, or lose function if we don't charge the battery. It's not much good to us, eh? 💡 So take this SIMPLE action for your own wellbeing... ➡️ Get your annual leave booked in advance. Do it now! Get it in the calendar. Book strategically for days that matter to you: important holidays, birthdays, milestones. Or just at times in the year when you feel worn out. You don't need to be going on an expensive holiday to book annual leave... you can use that time to be at home, rest, read that pile of books etc! Even knowing you have it booked can be a sense of relief (like knowing you have a rest break coming up on a long car journey!) 💡Managers, one of the SIMPLEST wellbeing actions you can do for your team? ➡️ Check in on your team's annual leave allowances. Check they're taking it! All of it! Review it in 1-1s and remind them to book in a break. See it as a performance enabler. And give "permission" & encouragement for anybody who still thinks "high performance means never taking a break". 🚫 💡 Organisations, what can you do? ➡️ Promote and share the reasons why annual leave is important. Role model this at senior leadership level. Embed checks into systems; flag up when employees aren't taking leave, or remind their managers. Consider mandatory wellness days. Think really carefully about limiting any "buy back" options as this puts a cost value on the invaluable benefit of time off. Oh, and *please* don't encourage "you can still contact me" on out of office messages... unless they are a heart surgeon, out of office should mean a full uncontactable break. Take your annual leave, employed people. 🙏 Switch off. Recharge. It's not a gift, it's a necessity. ⬇️ Would love to hear any ways your organisation is getting this right? 💭

Family support policies are on the rise in workplace benefits, showing an 11%+ increase since 2022. This shift isn't just about perks—it's a strategic move to nurture a supportive workplace culture and retain top talent. Check out our latest blog as we delve into the latest trends reshaping employee benefits in 2024. Discover why investing in family and childcare support isn't just good for employees—it's essential for organizational success. 🔗 https://lnkd.in/g9MNqADw #EmployeeWellbeing #HRBenefits #ChildcareBenefits #Upwards

Returning to work after maternity leave can be a wild ride. Your employees are buzzing with ideas, ready to dive back into the professional world, but sometimes their bodies need a little extra TLC to keep up. Many organisations put together a care package, but honestly, who is even lighting those scented candles? Here are some real things that corporations can do to make returning moms’ work lives infinitely better: 1. Wellness Partnerships to the Rescue: Imagine this – your returning employees arrive at their desks to find a cozy Frido or Wakefit backrest pillow waiting just for them. These pillows are magic for easing those backaches and helping maintain good posture. Trust me, these little things can make a world of difference in their workday comfort. 2. Energy-Boosting Snacks: Keeping energy levels up is key, especially when juggling work and mom life. Stock the office with Cosmix protein sachets for a quick, gut-friendly protein boost, or Farmley seed mix and The Whole Truth dark chocolate bars to keep energy steady all day. These snacks are not just tasty but packed with the nutrition your employees need. 3. Beyond the Usual Welcome Gifts: Bath bombs and scented candles are nice, but let’s step it up. Imagine gifting your employees an in-person postpartum fitness session or a 6-week self-paced body recovery program. This isn’t just a gift; it’s a chance for them to reconnect with their bodies and minds, regain their strength, and get back to feeling fabulous. (As a postpartum fitness specialist this is so close to my heart and happy guide any corporates keen on the same. Feel free to connect) 4. Flexible Work Arrangements: Flexibility can make all the difference. Whether it’s remote work, flexible hours, or a phased return, these options help employees balance their professional duties with their new roles as moms. 5. Supportive Work Culture: Creating a workplace culture that understands and supports the unique challenges faced by new moms is crucial. Encourage open communication, provide access to mental health resources, and foster a community of support. Collaborations with Talkspace and Humm Care can provide employees access to counselling services tailored to their needs. Quick fixes are great, but long-term support? That’s where it’s at. By genuinely investing in the well-being of new moms, companies can help them not just survive but truly thrive.  Here’s to a healthier, happier, and more inclusive workplace for all!

The holiday season can be a stressful time for employees, from balancing work and family to managing financial pressures and navigating social obligations. As employers, we have the opportunity to foster a supportive work environment that helps employees thrive, even during the busiest time of year. Whether it’s addressing holiday-related childcare challenges, offering financial wellness resources, or creating inclusive and mindful gatherings, thoughtful initiatives can go a long way in enhancing employee well-being.

Managing Leave & Caregiving is a win-win for employee wellbeing. As caregiving responsibilities continue to impact employees across industries, offering effective leave management solutions has never been more crucial. Homethrive’s caregiving benefit is here to ease the burden for employees juggling work and care. ✅ With expert 1:1 Care Guide support and a digital platform, we ensure employees can focus on their loved ones, while preparing them for a smoother return to work. ✅ 16.4 hours saved per month—that’s time employees can spend with their families instead of managing complex caregiving tasks. ✅ 98% of Homethrive members report a significant reduction in stress, making it easier to transition back to work after caregiving leave. Check out our latest blog post to learn more about managing employee leave here: https://lnkd.in/gds3Ri6p

AARP’s latest survey highlights a reality many are facing: juggling a career with caregiving responsibilities can feel overwhelming—and too often, there’s little support available. The emotional strain and risk of burnout are very real, impacting not just individual well-being but also productivity and morale. For employers, this is a call to action. Flexible work arrangements, access to caregiving resources, and a supportive workplace culture can make a profound difference. This isn’t just about helping employees; it’s about fostering a resilient, people-centered workplace. Curious how you can help make a change? AARP’s survey offers valuable insights and actionable ideas. https://lnkd.in/ecnkwmuE #Caregiving #WorkplaceWellbeing #EmployerSupport #EmployeeEngagement