Health and wellness

When the world went remote, the shift put light on the challenges that remote workers have always faced, including being excluded from meetings and not receiving information about policy changes.

Employees are cautious about discussing their mental health at work, but addressing these challenges can improve outcomes and lower healthcare costs.

As with all disruption, however, we now have the opportunity to adjust our structures, mindsets and ways of working to emerge from the crisis stronger than ever before.

Seventy five percent of employers reported being directly affected by opioids, often as contributing to workplace accidents, lost productivity, staffing issues, missed workdays, and increased care and leave costs.

From virtual workout classes and snack boxes, to tech gadgets and online resources, here are some of the best tools companies can provide to support their remote workforce.

Major depression is just one of hundreds of conditions where employers struggle to improve outcomes and costs.

Tech companies are leading the way on allowing employees to work from home permanently. The model is starting to take hold in other industries as well.

Organizations addressing the post-pandemic return to work will be required to assemble teams of specialists in safety, security, HR and risk management to aid in the challenge.

Employees are struggling to improve their mental health as the coronavirus is still a main concern, combined with the racial injustice crisis the country is facing.

Companies should adopt strategies from across three different categories — screening and testing; workplace policies and design; and health and healthcare access when planning their workplace return.

Employee mental health is vital to a company’s performance, but the pandemic is worsening wellness as time passes and long-term effects compound, driving more insomnia, stress, anxiety, depression, and post-traumatic stress.

Out of the employees surveyed in the U.K., the U.S., Singapore and the United Arab Emirates, those in the U.S. are the most likely to lie to their employer about their reason for taking a sick day.

Corporate messages and social media outreach may be well intended, but diversity experts say companies need to do more to support Black employees in a time of crisis.

Employee mental health is a workplace crisis, with frontline workers struggling with increased anxiety and depression during the coronavirus pandemic.

A company created a kiosk to help employers deal with privacy concerns over taking temperatures at the office.

With an eye on boosting internal mobility and promoting strong mental health, more employers are investing in learning and development.

Leading through this crisis requires empathy for what people are going through now and understanding how living through this crisis will shape people’s expectations around work and non-work lives.

Around 63% of workers say their company could do more to support their emotional and mental health during the COVID-19 pandemic. Within this group, 22% said their company’s response was “barely adequate,” “a disaster” or “non-existent.”

Instead of choosing a one-size-fits-all plan for a group, employers can offer fixed reimbursements that employees can use to purchase their own insurance or use for medical expenses.

Americans’ retirement savings are increasingly threatened by disabilities that temporarily keep employees out of work by turning to hardship withdrawals from retirement plans.