Workplace Wellbeing Hub

With so much of our lives spent at work, it’s not hard to see why two-thirds of employees believe that responsibility for their wellbeing rests with their employer . But where does this leave employers? With such a potentially broad topic, it’s easy to see why some companies are overwhelmed at the thought of introducing workplace wellbeing.

As a starting point, employers need to look at the make-up of their workforce and match their wellbeing plan according to the needs of their employees. With wellbeing encompassing anything and everything from the right culture, good leadership, staff having a good relationship with their line manager and feeling empowered, to a comprehensive benefits package, it takes a lot of thought to get it right. Here are some tools that may help:

Created in collaboration with the CIPD, the UK’s most established brands and innovative start-ups - how can you make the wellbeing case at board level?

Produced in association with Finance Director, this whitepaper looks at what FDs think about wellbeing today.

These 7 booklets are based on robust research and insights from respected business leaders. They provide a practical step-by-step guide on how to boost your employee wellbeing.

These modules include: 5 ways to improve workplace wellbeing, top tips to attract and retain the best people, communicating your wellbeing strategy, 5 ways to improve motivation and trust, developing an effective wellbeing strategy, 10 ways to win over your finance director and managing mental health in the workplace (which was developed in collaboration with the Mental Health Foundation).

As well as being useful day-to-day, these modules can also be used to update your CPD hours

Part of any wellbeing strategy is making your staff feel cared for and that goes hand-in-hand with spotting the signs of employees who aren’t well, supporting them through illness and, where relevant, helping them to return to work.

For smaller companies, or even larger companies who don’t do it too often, dealing with ill and/or absent employees isn’t particularly easy - what to say, when to say it, when and whether to intervene, how much to communicate with your employee, how to interpret the doctor’s Fit Note, how to make sure you’re staying on the right side of the law - there’s so much to deal with.

As a specialist financial protection insurer, we have teams of rehab experts who deal with ill and absent employees (and their employers) all the time, so we’re well versed in how to spot the signs of various medical conditions and how best to act in certain situations. The resources that we have created in this section should help you to be a bit more confident when it comes to dealing with ill or absent staff.

Tips and information on how to monitor and manage your employees’ sickness absence, plus the top 6 reasons your employees may call in sick.

This guide looks at everything from how to recognise and tackle workplace stress to short and longer-term solutions to the problem.

Unum is proud to have partnered with Maggie’s cancer charity since 2013. We’ve worked with them to produce both an employer’s and employee’s toolkit.

Your workforce is made up of different people from a variety of backgrounds and circumstances. At any one time, some may be going through a physical or mental illness, or even bereavement. Our free, interactive modules can help to understand some of the more complex sides of these issues.

Line managers are on the front line when it comes to a company's employees. They're the ones who know their team, their team's workload and usually their individual situations. It's important for a business to empower their line managers so they're confident in spotting the signs of a struggling employee. Not every manager is going to be comfortable with discussing certain issues, but knowing what resources are available for that struggling staff member could make the world of difference and could even prevent a situation from getting worse.

We've developed four modules to help employers and line managers to understand what to be aware of when employees are going through problems, how to support them and what other resources that are out there.

This module include useful information on preventing absence, supporting those employees who go off sick and helping them back to work.

This guide includes sections around spotting the signs as well as the importance of managing struggling employees as well as how to keep your team healthy.

This online guide walks you through modules looking at the physical and psychological side effects of cancer. It also includes downloadable tools and resources.

We've teamed up with St. Catherine's Hospice to offer an interactive and informative online module to help line managers support bereaved employees.

Our newest tool looks at what employers should be aware of when it comes to physical demands on their employees.

Providing staff with employee benefits doesn’t have to mean forking out for expensive Private Medical Insurance (although we’re sure most employees would appreciate that!).

In this section, we look at the softer perks as well as traditional health and wellbeing employee benefits that can help show your staff that you care.

This ebook looks at how to combine unusual low cost employee perks (think ‘happiness days’ and monthly hero awards) with useful traditional benefits for maximum effect.

Employee Benefits don't have to be complicated. This guide takes a plain English look at some of the most popular employee benefits on offer.

It sounds obvious, but having a wellbeing strategy in place and not telling staff about it is as effective - and valuable to staff - as not having one!

Here we look at the impact of not communicating your employee benefits effectively, but it can equally well be applied to communicating your overall wellbeing strategy.

This report looks at some of the major effects of not communicating your benefits.

This report looks at some of the major effects of not communicating your benefits.

It’s no secret that the workplace is changing. Where only a handful of companies used to offer flexible working, a large number are now realising this, along with flexible hours, is one of many ways to attract and, perhaps more importantly, retain key staff trying to juggle eldercare and childcare.

But what will the future look like over the next 5 years with the well-publicised ageing workforce? We commissioned a report with Cass Business School to find out.

This report looks at how the workplace is evolving and what employers need to do to manage wellbeing in the next 5 years.

To save you a bit of reading, this is an easily-digestible visual representation of key trends in the Future Workplace report.

This report looks at how key employee trends will affect what employee benefits are offered by forward-thinking companies.