Wellness

When considering how to adapt workplace wellness initiatives, employers must ensure workers have the resources necessary to meet their health and well-being goals, from wherever they are.

High levels of stress associated with loss and trauma increase employees’ risk for physical and mental health problems including diabetes, heart disease, anxiety, depression and substance misuse.

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.

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.

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.

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.

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.”

Demand has soared for mental health services as bank employees put in long hours, supervise kids while working at home and endure personal crises. Citi, BofA, Fifth Third and others are getting creative to help them decompress during the pandemic.

Those who are bereaved need comfort from each other and extra effort needs to be made to reach out and encourage employees to take advantage of their EAPs.

Social isolation of colleagues who may be grieving is a unique part of the crisis that is adding more mental strain on the workplace.

Managers and leaders should plan monthly reintegration-related check-ins to determine whether everyone is on the same page about returning to work.