November 2024 Newsletter

Supporting Employee Wellbeing in Winter

Winter brings unique challenges for employees and organisations, from increased sickness to the mental health effects of shorter days and seasonal pressures. Proactive support from employers can make a significant difference, ensuring teams stay healthy, engaged, and motivated during this period.

1. Address Seasonal Flu and Sickness Concerns

Winter is prime flu season, and sickness can lead to increased absenteeism and reduced productivity. Employers can encourage flu vaccinations, even for those who do not qualify for free NHS vaccines. Offering vouchers or hosting onsite flu clinics makes it easier for employees to access this protection. Occupational health teams can assist in organising these services and advising on strategies to increase uptake.

Encouraging general health awareness, such as proper hygiene practices and staying home when unwell, also reduces the spread of illness in the workplace.

2. Support Mental Health with Resources and Training

Seasonal Affective Disorder (SAD) and financial stress caused by rising energy costs can exacerbate mental health challenges in winter. Employers can provide resources like Employee Assistance Programmes (EAPs), talking therapies, or workshops on managing stress.

Promoting open discussions around mental health helps to reduce stigma and creates a supportive environment. Occupational health teams can offer additional support through confidential assessments and practical advice for managers to help their teams.

3. Assess Winter Health Risks in the Workplace

Cold temperatures and poor ergonomics, especially for remote workers, can lead to musculoskeletal issues. Employers should review workspaces to ensure they are adequately heated and consider providing equipment like heated pads or ergonomic seating. For colder workplaces, providing branded clothing or portable heaters can improve employee comfort and safety.

Occupational health professionals can assist in identifying and addressing potential risks, particularly for employees with existing health conditions that may worsen in winter.

4. Promote Flexibility in Work Hours and Locations

Unpredictable winter weather can cause commuting difficulties, adding stress to employees. Offering flexible working hours or remote work options allows employees to adapt to these challenges, promoting work-life balance.

For employees with chronic conditions that worsen in colder months, occupational health can recommend reasonable adjustments to help maintain productivity while reducing absenteeism.

5. Regularly Evaluate Wellbeing Initiatives

End-of-year staff surveys, focus groups, or one-on-one discussions can provide valuable feedback on existing wellbeing initiatives. Understanding what works—and what doesn’t—helps organisations adapt their approach to meet evolving employee needs.

By addressing both physical and mental health concerns through practical measures, employers can ensure their teams feel valued and supported, fostering resilience and productivity during the winter months.

Working Safely Outdoors in Winter

For outdoor workers, winter conditions like cold weather, icy surfaces, and reduced daylight hours bring additional risks. Employers can help mitigate these challenges by prioritising safety, comfort, and flexibility.

1. Provide Suitable Clothing and Protective Gear

Exposure to cold and wet conditions can lead to hypothermia, frostbite, or musculoskeletal problems. Providing high-quality clothing—like thermal jackets, gloves, and waterproof footwear—ensures workers stay warm and protected. Consider offering extras like hand warmers or heated pads for particularly harsh conditions.

2. Offer Seasonal Health and Safety Training

Winter weather requires additional training to address risks such as icy surfaces, extreme wind, and poor visibility. Refresh employees on safe lifting techniques and proper use of tools in cold conditions to prevent injuries.

Emergency protocols, such as recognising hypothermia or frostbite symptoms, should also be part of winter training to prepare teams for unexpected incidents.

3. Ensure Regular Breaks and Access to Warm Areas

Prolonged exposure to cold temperatures can lead to fatigue and reduced focus. Designate heated break areas, such as vehicles or portable cabins, where employees can rest and recharge. Adequate breaks also allow outdoor workers to refuel with food and hot drinks, which are crucial for maintaining energy levels in winter.

4. Prepare Workspaces for Winter Conditions

Assess outdoor work areas for potential hazards like icy paths or poorly maintained equipment. Treat surfaces with grit or salt, ensure safe access routes, and provide snow removal tools if needed. Vehicles used in icy conditions should be winter-ready, with appropriate tyres and anti-freeze measures in place.

5. Foster Flexibility in Work Schedules

Severe weather can disrupt work plans. Flexible schedules—such as staggered shifts or altered start times—allow employees to adapt to weather challenges while maintaining productivity.

By supporting outdoor workers with practical measures, employers show their commitment to safety and wellbeing, helping teams navigate the challenges of winter conditions with confidence.

International Day of Persons with Disabilities (IDPD)

On 3rd December, the International Day of Persons with Disabilities provides an opportunity to focus on creating inclusive and accessible workplaces. With over 5.5 million workers in the UK living with disabilities, ensuring support and equality for all employees is both a moral and legal imperative.

1. Promote Accessibility and Inclusive Workspaces

Accessibility is key to empowering employees with disabilities. This could include installing ramps, adjusting workstations, or ensuring digital tools are compatible with assistive technologies like screen readers. Remote working setups should also be evaluated for accessibility.

Reasonable adjustments, such as providing specialised equipment or alternative seating, enable employees to work comfortably and effectively.

2. Provide Mental Health and Disability Support Resources

Employees with disabilities may face additional mental health challenges. Offering access to EAPs, counselling, and support networks ensures they have the resources to manage workplace challenges.

Managers should also be trained to understand the unique needs of employees with disabilities and provide tailored support.

3. Foster Open Communication and Empower Employees

Encourage open dialogue between employees and management to address individual needs, such as flexible work hours or additional breaks. When employees feel heard and supported, they are more likely to thrive.

4. Raise Awareness and Celebrate Inclusion

IDPD is an opportunity to promote awareness of disability inclusion through workshops, campaigns, or employee stories. Highlighting the contributions of employees with disabilities helps foster a culture of respect and understanding.

5. Evaluate Inclusivity Programmes

Regular feedback from employees with disabilities can help organisations identify areas for improvement. By continually refining accessibility and inclusion initiatives, businesses can create an environment where all employees feel valued.

By embracing accessibility and inclusion, organisations can unlock the full potential of every employee, creating a workplace that truly benefits from diversity.

The content of this article is provided for general information only, and should not be treated as a substitute for the professional medical advice of your doctor or other health care professional.