Getting a good work-life balance to reduce stress in the workplace
Focus on Occupational Health Nurses
Returning to Work After a MSK-related Absence
Workplace challeneges to people with autism
Unlocking productivity and wellbeing
Common types of cancer in the UK and the vital role of screening
We deliver quality, organisation and people – focused services with a vision of being the best and not the biggest.
We believe in innovation, agility and quality and to achieve that, our colleagues are supported to be the best they can be.
We have over 50 colleagues attending PAM funded University courses.
We deliver over 40 training, development and awareness sessions every month to our colleagues on a range of different topics.
Our colleagues are supported in developing their writing skills and getting published is part of the achievement.
Our e-learning platform is going from strength to strength, with a wealth of on-demand webinars for our colleagues from every avenue in the business.
We would like to talk to you if you are interested in joining the Occupational Health business here at PAM Group, please contact our recruitment team at Recruitment@pamgroup.co.uk to arrange a call.
The world of Occupational Health and workplace wellbeing is constantly developing. Encouraging our colleagues to keep abreast of developments, means our clients and their employees get the best and most up to date advice.
PAM Academy facilitates the growth and development of all colleagues at PAM Group and supports the wider management team with evidence based learning, client focussed insight and delivery of recognised industry acceditations.
www.pamgroup.co.uk
Focus on occupational health nurses
Page 4-5
The advantages to having a neurodiverse workforce
Page 6-7
Unlocking productivity and well-being
Page 8-9
Moving more for our mental health Page 10-11
Getting a good work-life balance to reduce stress in the workplace
Page 12-15
The benefits of in-work referrals for reducing musculoskeletal employee absence
Page 16-17
Workplace challeneges to people with autism
Page 18-19
Cultivating success: the imperative of a healthy work environment
Page 20-21
Returning to work after an MSK-related absence
Page 22-23
Common types of cancer in the UK and the vital role of screening
Page 24-25
Moving towards mental wellness
Page 26-28
OH Nurses need to be celebrated as part of International Nurses Week as their role takes skill and talent. OH Nurses reduce the impact of ill health on the NHS and support individuals to stay in work.
PAM Group have a large number of OH Nurses who deliver services ranging from health surveillance, immunisations, travel health advice, fitness for work assessments, day one advice service, sickness absence referrals, client relationship support, health needs assessment, policy support and advice, proactive health awareness, education and training plus much more.
Career entry into Occupational Health (OH) is not always easy as most OH providers want or need qualified, experienced nurses. However, the number of nurses with the skill and experience is dwindling. This is a well-known phenomenon, identified in the government paper Government response: Health is everyone’s business - GOV.UK (www.gov.uk).
There are many reasons for this, including the pool of nurses that we are recruiting from is diminished in the UK. However, on top of this, being in OH, requires a special type of person. OH nurses need to be objective, flexible and autonomous, needing to make decisions quickly. As they upskill, they move away from the treatment perspective
and into the assessment role. Considering the biopsychosocial and undertaking functional assessment is key.
Many transferable skills can be considered but for many, until they experience OH, it is difficult to understand the expectations. Nurses cover a wide remit in OH, they can and will see every condition as opposed to just those few in an orthopaedic or surgical ward and therefore need to be able to research quickly but also be able to focus on the functional limitations as opposed to the condition itself. They will often come across reduced mental wellbeing and need to be able to support and listen empathetically. Domestic abuse, safeguarding, suicide risks, relationship issues, financial problems and homelessness are concerns we come up against. Not forgetting, disease outbreaks, work-related health issues, and safety concerns. Making decisions about fitness to work knowing the impact that may have on an individual is particularly tricky.
An Occupational Health Nurse needs to understand the relevant legislation around health and safety as well as employment law. Communication types and active listening, being able to make accurate but timely judgements, reading between the lines, problem-solving, understanding a variety of employment sectors and how work can affect a person's health but equally how a person's health can affect work.
Working with a wide range of professionals is essential and many need to not only lead a team but support a client effectively which requires consideration plus the ability to research an organisation in depth.
OH Nurses need to be commercial and have business acumen. They need to understand the priorities of managers and companies as well as the culture of the organisation. We cannot advise effectively on adjustments if we don’t have some idea of the way the organisation works and what is required of employees. Being aware of the language of business to be able to write effective reports that are clear, credible, evidence-based, justified and within the law. We must be able to communicate at all levels, from the cleaner to the CEO.
Here in PAM we have an entry program that enables nurses from different backgrounds into the profession following a robust recruitment process.
Our PAM Academy has an initial training and education program based on the PHE (Public Health England) framework of OH Nursing. To go with this is a mentoring program that allows for one-to-one support while our trainees develop. Further mentoring is obtained within operations and all trainees are funded through a recognised university program specifically for OH.
PAM Has supported over 80 nurses through their qualifications to date and continues to do so. We are very proud of our OH Nurses who deliver an amazing service day in and day out as testified by our PAM Listen feedback.
OH Nursing is not for everyone, but for those who are successful, it is rewarding, interesting and never the same. Further education is essential, and this can be from a foundation internal course such as the one described in the next paragraph to a FOM (Faculty of Occupational Medicine) Diploma, to a university degree (BSc or MSc) or post graduate diploma.
Recognition of the importance of inclusion at work has gained traction over the years, however a deeper dive reveals a missing piece in the conversation around inclusion at work which is finally starting to be addressed. Neurodiversity.
A quick search of the term ‘Neurodiversity’ on LinkedIn returns hundreds of posts; expert led, lived experience or both. But what do all these posts have in common? Advocacy. Loud, positive voices who are advocating for greater inclusion at work, highlighting the strengths neurodivergent individuals can bring.
But it is not just a pocket of advocates online. Buoyed by academic research and reports by well-respected bodies such as the World Economic Forum who have identified certain traits which can lead to success for organisations. This has also spurred the growth of specialist recruitment agencies such as Specialisterne who provided compelling arguments for the positive skills and talents neurodivergent individuals can bring to the workforce.
It is fair to say organisations are at different stages of their maturity journey when it comes to embracing and supporting neuroinclusion at work, but there is an appetite to make affirmative changes. Research has found better performing businesses tend to be more diverse
and the recognition of a need for diversity of minds is gaining momentum. There are some great examples of organisations taking positive steps to embrace neuroinclusion; GCHQ, Microsoft, Auticon, SAP, Civil Service and Bank of Ireland to name a few.
Diversity policy has found its way to the top of many organisations’ agendas, as strategically senior leaders recognise to compete globally, and gain a competitive advantage, strength can be found through diversity of minds. Possibly more pertinent now than ever as we face increasing global competition and economic uncertainty.
Neurodivergent individuals often have strengths in certain cognitive functions particularly, in the visual perceptual domain. This means they are often able to ‘see’ and approach problems in different ways to neurotypical thinkers, enabling them to uniquely contribute to innovation, engineering, and complex problem solving.
Innovation is key and that requires stepping outside of traditional ways of working and embracing the change makers who see and think differently.
For example, researchers investigating realworld creative achievement among adults with ADHD found they had higher levels of original and creative thinking and high level of real-world creative achievement compared to adults without ADHD.
Other studies have come to similar conclusions indicating neurodivergent individuals can outperform their peers in lateral thinking and creativity. It may therefore come as no surprise that a recent report from LinkedIn (2023) found even amidst an economic downturn, demand for ED&I specialists continues to grow.
As much as it is about organisations harnessing the advantages of a neurodiverse workforce for economic and competitive gain, it is also about organisations doing the right thing. By adapting ways of working to embrace diversity, organisations are giving people the opportunity to perform at their best.
As a study by Charity Awareness Monitor found, 77% of the public think more highly of companies that employ people with a disability. It is also about recognising a need to be representative of the customers they serve. With 10-20% of the population estimated to be neurodivergent, that is a significant number of potential customers.
In an era where the average office worker spends the majority of their day seated, the importance of ergonomic solutions to promote health and productivity has never been more important.
Enter sit-stand solutions – a revolution in workplace ergonomics designed to provide users with the flexibility to alternate between sitting and standing throughout the workday. In this article, we'll delve into the multiple benefits of incorporating sit-stand desks and desktop solutions into the modern workplace.
Sit-stand solutions offer users the freedom to switch between sitting and standing positions, thereby reducing the prolonged periods of static sitting associated with poor posture and increased risk of musculoskeletal issues.
By allowing for dynamic movement and adjustment, these solutions encourage users to adopt healthier postures. They also help alleviate strain on the spine, neck, and shoulders, and reduce the risk of developing chronic conditions such as lower back pain and carpal tunnel syndrome.
Sitting for extended periods can lead to feelings of fatigue and lethargy, ultimately impacting productivity and concentration levels.
By incorporating standing intervals into the workday, it has been shown to boost energy levels and promote mental alertness.
Sit-stand solutions facilitate increased blood flow and circulation, delivering oxygen and nutrients to the brain, which can result in improved cognitive function, creativity, and overall work performance. The transition between sitting to standing acts as a much-needed micro break, which are essential for mental clarity and productivity.
One of the key advantages of sit-stand solutions is their ability to promote physical activity and combat the sedentary nature of office work. Studies have found that alternating between sitting and standing can significantly increase calorie expenditure and metabolic rate.
By encouraging users to engage in subtle movements such as shifting weight, stretching, or pacing while standing, sit-stand solutions contribute to a more active and dynamic work environment, reducing the negative health effects associated with prolonged sitting. You can even introduce a walking pad for extra movement whilst you work.
Sit-stand desks and desktop solutions offer a high degree of customisation, allowing for users to adjust height settings, monitor placement, and keyboard positioning to suit individual preferences and ergonomic needs.
This personalised approach ensures optimal comfort and support for users of varying heights and body types, promoting long-term adherence to healthy ergonomic practices and minimising the risk of discomfort or injury.
They can be a great addition to offices where hot desking is promoted, with users able to personalise their desk set up daily with proper training and resetting for other users the following day.
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Sit-stand solutions come in a variety of designs and configurations to accommodate different workspace layouts and requirements. From full-sized height-adjustable desks to compact desktop converters, there's a solution to fit every workspace and budget.
Desktop sit-stand solutions offer a cost-effective and space-saving alternative for users who may not have the option to invest in a dedicated sit-stand desk, allowing them to transform their existing workstation into a dynamic ergonomic setup with minimal effort.
Investing in sit-stand solutions demonstrates a commitment to employee health, well-being, and productivity, which can have a positive impact on morale and job satisfaction.
Providing employees with the tools they need to prioritize their health and comfort fosters a supportive work environment and can contribute to higher levels of engagement, retention, and overall organizational success.
Conclusion:
Sit-stand solutions represent a simple yet powerful strategy for improving workplace health, productivity, and satisfaction.
By incorporating these ergonomic solutions into the modern office environment, employers can empower their employees to take control of their wellbeing while unlocking the full potential of their workforce. Whether it's a full-sized sit-stand desk or a compact desktop converter, the benefits of sit-stand solutions extend far beyond physical health, encompassing enhanced energy, focus, and overall quality of work life.
This year’s Mental Health Awareness Week will take place from 13 to 19 May 2024, on the theme of:
"Movement: Moving more for our mental health".
The benefits of moving our bodies to improve our mental health are well documented. As employers, it is crucial to encourage employees to move during the working day to support their holistic health.
There are multiple benefits to moving more frequently throughout the day. Physical activity releases chemicals in our brains; dopamine, serotonin, norepinephrine, and endorphins which are essential for regulating our mood and improving our wellbeing as well as reducing our stress levels. There are many cognitive function improvements such as better memory, focus and attention which are immediately increased when we are physically active, all of which contribute to a more productive and positive workforce.
‘Office workers are identified as being the most sedentary group in the working population spending 73 of their working day sitting down.‘
(Source: British medical journal 2022)
There is also a link between a sedentary work life and home life, so the more that movement is encouraged and supported in the workplace the more likely that employees will begin to move more in general. Muscle memory also plays a part, when we sit in the same position for too long too often, our bodies find it uncomfortable to change position.
1. Standing desks and under desk Treadmills
There is evidence to suggest that changing regularly from sitting to standing during the working day has a positive impact on our physical and mental health. Our bodies evolved to stand and our digestion and blood flow to organs and muscles improves on standing. Having a more dynamic posture can alleviate aches and pains in the joints. Changing position at regular intervals can really help with muscular skeletal issues.
“A typical example is sit for 30 minutes, stand for 25 minutes and walk for five minutes every hour.” (IOSH Magazine 2022)
Music and dancing improve our mood as well as keeping us active in a fun way. Put on your favorite tunes and have a dance in your lunch break or in between tasks. Share mood boosting music with colleagues to create a soundtrack together to boost mood and activity in work breaks or join a dance class. We can store negative emotions in our bodies and movement can help to release these when we stretch, shake and dance.
Take a short mindful walk, this will allow the brain to take a break from work tasks, to reset and recharge by tuning in to the environment with all senses, to soak up some vitamin D and breathe in some fresh air. Paying attention to what is seen, heard, touched, smelt and felt can help to relieve feelings of anxiety and give mood a boost.
This can be inclusive and can be adapted to ensure that all staff members are able to participate in setting a goal they are comfortable with to move more at work and home. Create meeting spaces where employees can stand to meet or have to move away from their desks. Position printers and coffee break rooms away from the work area to encourage movement. Perhaps invite participation to a local park run or steps challenge. There are free exercise apps available, for example Couch to 5K and Active 10.
Low impact exercises like Yoga or Thai Chi can help to manage anxiety symptoms and improve core strength. There are many free online courses and no equipment is needed. This can be a manageable way to slowly introduce moving more at work and home for beginners, people with disabilities and any desk workers.
As with any change in activity levels it is important to for employees to listen to their body and to ensure that they are setting small achievable goals which can change over time whilst building new habits and reflecting on your progress. For anyone with a disability or taking medication, any concerns should be discussed with the GP before embarking on any major changes. Small changes can reap great rewards.
Our comprehensive wellbeing services can help to reduce mental health issues in your organisation with the following support services:
Employee Assistance Programme (EAP): Access to a 24/7 confidential helpline answered by qualified counsellors for in-the-moment emotional support. As well as wellbeing resources to support a variety of personal and professional issues.
Enhanced Psychological Services: Access to professional counsellors through management referrals, providing employees with proactive support to effectively manage their mental health challenges
Mental Health First Aid: By implementing Mental Health First Aid to support employees, we can help you reduce the prevalence of mental health issues. All our mental health first aid training is delivered by qualified professionals with experience in workplace mental health.
Mental Health Webinars: Increase awareness of mental health in the workplace by booking our workshops and training on specialist topics relating to mental health and wellbeing in the workplace.
April is Stress Awareness Month, and we encourage employers to focus their attention on how stress in the workplace can affect the productivity and mental health of employees, and what advise can be given to help employees maintain a good work-life balance.
Stress is a term we are all familiar with and we’ve all likely experienced stress at some point in our lives. Although the triggers and sources of stress may be different for us all, the impact of stress is relatively universal.
From noticing changes in the way we think or feel for example:
• Feeling negative
• Being indecisive
• Feeling isolated
• Feeling nervous
• Being unable to concentrate
To noticing changes in the way we act differently, for example:
• Eating more or less than usual
• Smoking and/or drinking more than usual
• Taking recreational drugs 'to cope’
• Having difficulty sleeping
If we don’t address the sources of stress, then it can have an impact on individuals and organisations.
1.8 million workers suffered from workrelated ill health (new or longstanding) in 2022/23.
Source: Estimates based on self-reports from the Labour Force Survey, people who worked in the last 12 months.
35.2 million working days are lost due to workrelated ill health (including stress) and non-fatal workplace injury in 2022/23.
Source: Estimates based on self-reports from the Labour Force Survey.
Of those, 0.9 million workers suffered from workrelated stress, depression or anxiety (new or long-standing) in 2022/23 .
Source: Estimates based on self-reports from the Labour Force Survey, people who worked in the last 12 month.
There was £13.1 billion in annual costs for new cases of work-related ill health in 2021/22, excluding long latency illness such as cancer.
Source: Estimates based on HSE Cost Mode.
We all need to find ways to buffer the impact of stress. One way we can achieve this is by building our resilience levels and ensuring that we make time for our own self-care.
It can be useful to set ‘rules of engagement’ for screen time (especially if working from home), ‘switch off’ from technology when you can and put your work equipment away and out of sight if you do not have a dedicated office space to help you transition into ‘home mode’ after work so you can restore your energy levels.
Exercise – continuing to maintain, or establishing new exercise routines in the daytime, offers many positive advantages for both our physical and psychological health.
Nutrition – sticking to set eating patterns throughout the day and eating a healthy balanced diet can keep energy levels (and concentration levels) high, helping with structure and your sense of control.
Sleep – maintaining your sleeping routine is important - aim for 7-9 hours of good quality sleep per night, as this will have a huge impact on your mood, energy levels and productivity.
A regular end of work ritual can aid compartmentalisation by signalling to the brain that work is over and home life is beginning. It is important that one ritual is maintained over a period of time. Examples; Walking or biking home from work, reading an engaging and relaxing novel while taking public transport home. Changing out of work clothes and putting them away as soon as you get home.
Nature provides us with the opportunity to rest, reflect, and restore our selves. So, spending some time outside every day during the working day is important. Similarly, you can bring nature indoors e.g. place flowers/plants around your home/office, or work in a room which has a view of a nature.
And don’t forget to be kind to yourself!
"'We all work in industries where there is an element of selfcare for others. What we need to ensure is that, in the pursuit of caring for others wellbeing, we don’t neglect our own.'
Access to professional counsellors through management referrals, providing employees with proactive support to effectively manage stress and mental health challenges.
Mental Health Webinars:
PAM Wellness Solutions offer a number of training and webinar sessions to educate your workplace through specialised workshops on stress management and burnout.
Employee Assistance Programme (EAP):
Access to a 24/7 confidential helpline answered by qualified counsellors for in-the-moment emotional support. As well as wellbeing resources to support a variety of personal and professional issues including stress related issues.
If you have access to PAM Wellness Solutions EAP service and are looking for support with stress and burnout, please reach out for support via the helpline or pam-assist.co.uk using your organisation code. Alternatively, request this information from your manager or HR department to access your EAP.
Musculoskeletal (MSK) issues continue to plague workplaces, affecting one in ten employees in the UK. Despite the pressing need for support, NHS waiting lists often leave hundreds of thousands of employees without timely care. However, recent trends indicate a promising solution: occupational health physiotherapy. This article delves into the pivotal role of in-work physiotherapy in curbing employee absences and fostering a healthier workforce.
The analysis of occupational health referrals for MSK issues yields critical insights. Shockingly, 60% of businesses could potentially prevent absenteeism by leveraging in-work physiotherapy services. Back pain emerges as a primary culprit, with 29% of sufferers being absent and 49% struggling to remain productive at work. Moreover, managerial reluctance to intervene early significantly impacts return-towork rates, plummeting from 95% to a mere 50% compared to early referrals. of employees can be prevented from going absent with an MSK issue if referred into physiotherapy whilst still in work.
60%
Addressing MSK issues proactively emerges as the linchpin for a robust and productive workforce. Early intervention, facilitated by increased access to physiotherapy and free advice, proves instrumental in mitigating absenteeism. Prevention strategies, including risk identification and lifestyle interventions, are equally pivotal in safeguarding employee health and well-being.
An in-depth examination of the data underscores the urgency of early intervention. While back pain remains a prevalent concern, timely referrals to physiotherapy significantly enhance employee retention rates. Notably, employees referred while still working are nearly twice as likely to stay productive compared to those supported only after absence.
Despite the clear benefits, some managers exhibit hesitance in referring employees for physiotherapy until absences occur. However, MSK issues are highly treatable, with over 50% of affected employees rehabilitated within one to five months. This underscores the crucial role of occupational health physiotherapy in facilitating swift recoveries and minimizing long-term absences.
Success Stories:
Marks & Spencer's proactive initiative of offering free self-referral physiotherapy services underscores the value of empowering employees in managing their health.
By enhancing their employee benefits to include this, any of their 60,000 employees can now self-refer themselves for free advice and up to six free physiotherapy sessions, helping keep their staff in the workplace throughout their injury treatment.
Top Tips for Reducing MSKrelated Absence:
1. Support people in work
Absence can be prevented for six out of ten employees if they receive support while still in work. By educating managers about the benefits of early intervention or introducing self-referral services for employees you can stop more MSK issues developing and dramatically reduce absence.
2. Train managers to offer support
Ensure managers know the wellbeing of their teams in part of their remit and provide them with the education and support tools. By making it easier for managers to identify employees might be suffering an MSK injury, they can sign post them to the appropriate support.
3. Offer treatment support
The impact of employee lifestyle choices on MSK health should also be considered. Ageing, sedentary lifestyles and weight gain all put extra pressure on joints and muscles. Helping employees stay active and supporting their wellbeing can reduce the risk of MSK issues occurring. From supporting employees in work to designing ergonomic workspaces, proactive measures are crucial in safeguarding employee health and productivity.
Conclusion:
Empowering Workplaces for a Healthier Future: In conclusion, the efficacy of occupational health physiotherapy in reducing employee absences cannot be overstated. By fostering a culture of early intervention and support, employers can not only minimize absenteeism but also enhance employee well-being and productivity. Education, access to dedicated services, and a proactive mindset are paramount in building resilient and thriving workplaces.
Read the full Insights from the UK Physiotherapy Trends Report 2023:
Access our full report to further understand the impacts of MSK-related workplace absence, and understand the benefits of physiotherapy as part of your workplace benefits.
Awareness of autism, a lifelong neurodevelopmental condition has certainly grown over the last 10 years.
How we understand autism has also changed with a recognition of the talents autists can bring to the workplace. Many organisations are keen to promote neuro-inclusion, including developing training programmes or summer internships to attract autistic graduates.
These positive changes in recruitment strategies are leading the way in changing perceptions and removing stigma, however there can be unintentional challenges faced by autistic individuals in the workplace so whilst there may be a really positive selection process ant the onboarding stage where support is abundant and many autists will go on a flourish in their careers, there will be some individuals who require support and adjustments to enable them to continue to demonstrate the talents that shined during the recruitment and selection process. Continuity of support is key.
Take the traditional office environment, one of the key identifying characteristics with autism is sensory sensitivity, the extent to which someone experiences heighted levels of sensitivity can vary, but typical examples
can relate to environmental challenges such as bright lights, noisy open plan offices, strong smells from an open plan kitchen or even standard issue clothing.
It’s like having the lights on full and the volume turned to maximum and lots of static in between.
These heightened sensitivities can have a significant impact on day-to-day functioning, causing stress, anxiety, depression, and a sense of complete overwhelm.
In relation to this another key characteristic associated with Autism is a need for routine, structure and set ways of working. Given the day-to-day sensory challenges autists face awareness of these sensitivities enables their neurotypical colleagues and line manager to empathise and bring greater understanding how this may also feed into an Autistic colleague's preference for consistency, structure and control over their work tasks and output.
Being aware of some of these challenges and being open to making adaptions to the work environment to support autistic colleagues can go some way to enable them to thrive at work.
Creating an organisational culture of positive acceptance with clear visibility of inclusive practices, is likely to lead to more people feeling comfortable to disclose a challenge or disability. Although there is no obligation to disclose, by creating an environment at work that is accepting of individual difference and individual needs, where support is offered in collaboration, this is likely to lead to greater job satisfaction and more productive staff.
If a colleague does disclose there are several ways you can support. This should start with an informal conversation about any challenges that have been identified. This may be working in an open plan office or due to a promotion, the role requirements changed, and this may have highlighted some challenges. By conducting a workplace needs assessment an assessor will work with the employee and their line manager to identify areas of challenge and potential causes such as the work environment or specific work tasks.
The resulting workplace needs assessment report can become the basis for adjustments. But putting adjustments in place does not end there, regular reviews and check-ins are essential to ensure the recommendations are having the desired effect.
By working collaboratively, the line manager and their autistic colleague can ensure support is ongoing and appropriate. It may be just minor changes are required, but by being proactive and seeking to provide a culture of inclusion and support can make a stark difference to performance.
We are proud to offer an extensive range of high-quality services to create neuro-inclusive cultures at work and provide psychological support services so neurodivergent talent can flourish. We encourage employers to celebrate and promote awareness of autism in the workplace throughout April, which is autism awareness month.
In the dynamic landscape of the modern workplace, the importance of cultivating a healthy work environment cannot be overstated. As organisations strive for success, the significance of employee wellbeing has emerged as a cornerstone for achieving sustainable growth and fostering a positive corporate culture. This article delves into the compelling reasons why building a healthy work environment is crucial for both employees and the overall success of a business.
A healthy work environment prioritises the physical and mental well-being of employees. Providing ergonomic workspaces, encouraging regular breaks, and promoting a healthy worklife balance contribute to reduced stress levels
and improved overall health. A study published in the British Journal of Psychology (2019) found a direct correlation between a supportive work environment and increased job satisfaction, showcasing the positive impact on employee well-being.
A positive and inclusive work environment fosters a culture of collaboration and open communication. When employees feel valued and supported, they are more likely to share ideas and contribute creatively to projects. Research by Harvard Business Review (2018) suggests that organisations with a strong commitment to employee well-being experience higher levels of innovation and productivity, creating a competitive edge in today's fast-paced business environment.
In an era where talent is a key driver of success, companies are recognising the need to attract and retain skilled professionals. A study by the Chartered Institute of Personnel and Development (CIPD) in 2020 found that organisations with a positive work culture and a focus on employee well-being are more likely to attract top talent and retain existing staff. This not only reduces recruitment costs but also contributes to the continuity of institutional knowledge and expertise.
A healthy work environment encourages employee engagement and boosts morale. Regular team-building activities, recognition programs, and transparent communication contribute to a positive workplace culture. Gallup's State of the Global Workplace report (2021) highlights that engaged employees are more likely to stay with their current employers, leading to increased organisational effectiveness and a stronger sense of unity among team members.
Creating a healthy work environment is not only a matter of good business practice but also a legal and ethical imperative. Legislations such as the Health and Safety at Work Act in the UK underscore the responsibility of employers to provide a safe and healthy working environment. Neglecting this duty not only exposes companies to legal repercussions but also damages their reputation in the eyes of both employees and the wider community.
In conclusion, the importance of building a healthy work environment extends beyond mere altruism; it is a strategic imperative for businesses seeking sustained success. By prioritising employee well-being, companies can enhance productivity, attract top talent, and foster a positive corporate culture. The benefits are not only tangible in terms of financial success but also contribute to the overall satisfaction and fulfilment of the individuals who form the backbone of any thriving organisation.
PAM Wellness Solutions can provide various corporate health& wellbeing solutions such as health promotion events to engage employees in specific health and wellbeing areas, workshops, lunch n learn sessions or mini drop-in clinics.
We also offer health coaching expertise and training and workshops, covering all aspects of employee wellbeing including workplace mental health, fitness programmes, neurodiversity, medical assessments, blood testing, GP services, employee assistance and more.
can be a pivotal moment for both employees and employers. It's a transition that requires careful planning, communication, and support to ensure a smooth reintegration into the workplace while prioritising the health and well-being of the employee. In this article, we'll explore the essential considerations for both employers and employees when navigating this critical phase.
Establishing open channels of communication between the employee, their healthcare provider, and the employer is crucial. This ensures that all parties are aware of the employee's condition, limitations, and any accommodations or adjustments needed upon their return.
PAM Physio Solutions encourage employees to communicate their needs and concerns openly. By fostering a supportive environment where they feel comfortable discussing their MSK condition and its impact on their work, we offer treatment support to help educate employees on management, treatment, and prevention.
PAM Physio Solutions work with the employee and to develop a customised return-to-work plan tailored to their specific needs and capabilities.
This plan outlines gradual reintroduction to work duties, modifications to tasks or the work environment if necessary, and provisions for ongoing support and monitoring.
PAM Physio Solutions provide education and training to both employees and managers about MSK conditions, including common symptoms, management strategies, and ergonomic practices to prevent exacerbation or recurrence of injuries.
By equipping managers with the knowledge and resources to support employees effectively during their return to work, including how to accommodate any necessary adjustments or modifications.
We also advise on HSE-compliance and carry out risk assessments to ensure all legal obligations are met to support employee’s wellbeing in the workplace.
Considering flexible work arrangements such as modified schedules, remote work options, or temporary job modifications to accommodate the employee's needs during their transition back to work allows the employee to build their confidence after longer periods of absence.
Flexibility can help alleviate stress and facilitate a smoother return to full productivity, allowing the employee to gradually increase their workload as they regain strength.
Ensure you have access to occupational health services, including physiotherapy, ergonomic assessments, and counselling, to support employees in managing their MSK condition effectively while at work.
PAM Physio Solutions offer flexible packages that suite the needs of your business, empowering your employees and management to tackle MSK issues at the earliest opportunity.
Proactively promoting these services and encouraging employees to utilise them as needed
allows them to access support and educate themselves to prevent further injury.
Foster a supportive work environment that promotes understanding, empathy, and inclusivity towards employees with MSK conditions. Encourage team members to offer assistance and accommodations when appropriate, fostering a culture of collaboration and support within the workplace.
Returning to work after an MSK-related absence can present challenges for both employees and employers, but with careful planning, communication, and support, it can also be an opportunity for growth and resilience. By prioritising open communication, individualised support, education, flexibility, access to occupational health services, and a supportive work environment, employers can help facilitate a successful return to work for employees while promoting their health, wellbeing, and productivity in the long term.
Cancer, a formidable adversary to human health, continues to be a significant public health concern in the United Kingdom. Understanding the prevalence of different types of cancer is crucial for effective prevention and early detection. This article sheds light on some of the most common types of cancer in the UK and explores the importance of screening in the ongoing battle against this formidable foe.
Breast cancer remains one of the most prevalent cancers among women in the UK. According to Cancer Research UK, it accounted for nearly 15% of all new cancer cases in 2020, with approximately 55,000 new diagnoses. Regular breast cancer screening, offered through the NHS Breast Screening Programme, plays a pivotal role in early detection. Mammography, the primary screening tool, has been proven effective in identifying abnormalities before symptoms manifest, thereby increasing the chances of successful treatment.
Lung cancer stands as a major cause of cancer-related deaths in the UK, with smoking being a significant risk factor. The National Institute for Health and Care Excellence (NICE) recommends targeted screening for individuals at high risk, such as long-term smokers.
In 2020, there were over 45,000 new cases of lung cancer in the UK. Low-dose computed tomography (LDCT) scans are employed to detect early signs of lung cancer, offering a potential lifeline for those at risk.
Colorectal cancer, affecting the colon or rectum, is prevalent in both men and women. The UK witnessed over 40,000 new cases in 2020, making it a substantial public health concern. Screening for colorectal cancer involves the NHS Bowel Cancer Screening Programme, which offers home testing kits to individuals aged 60-74. Timely detection of abnormalities in the bowel can significantly improve treatment outcomes.
Prostate cancer is the most common cancer in men, with approximately 48,500 new cases annually (Cancer Research UK, 2022). Unlike other cancers, routine screening for prostate cancer remains a subject of debate due to concerns about overdiagnosis and overtreatment. Diagnosis often involves a combination of a prostate-specific antigen (PSA) blood test and a digital rectal examination. Individualized discussions between patients and healthcare professionals are essential to determine the most appropriate approach to screening and management.
Cervical cancer, affecting the cervix in women, is largely preventable through screening. The NHS Cervical Screening Programme invites women aged 25 to 64 for regular cervical smear tests. These screenings detect abnormal cells in the cervix before they become cancerous, offering an effective means of prevention and early intervention. In 2020, there were approximately 3,200 new cases of cervical cancer in the UK.
Skin cancer, including melanoma and nonmelanoma types, is also prevalent in the UK, with over 100,000 new cases reported yearly (Cancer Research UK, 2022). The primary risk factor is exposure to ultraviolet (UV) radiation from sunlight. Early detection is crucial, and individuals are encouraged to perform selfexaminations for changes in moles or skin lesions. Regular skin checks by healthcare professionals and public education on sun safety are vital in preventing and detecting skin cancer.
Understanding the prevalence and screening methods for common cancers in the UK is essential for promoting public health and improving outcomes. Regular screenings, lifestyle modifications, and public awareness
campaigns all contribute to early detection and effective treatment. Continued research and advancements in screening technologies are crucial in the ongoing fight against cancer.
Screening programmes play a vital role in the early detection and prevention of cancer. Early identification of cancerous or pre-cancerous cells allows for timely intervention, significantly improving treatment outcomes. It is imperative for individuals to actively participate in the screening programmes offered by the NHS, as they are designed to detect cancers at their most treatable stages.
By staying informed and proactive, individuals can take steps towards reducing their risk and ensuring timely intervention if cancer is detected.
PAM Wellness Solutions offer a variety of health screening options to assess your employee’s overall health and wellbeing – identifying any health risks. Our laboratory also provides diagnostic blood testing services with an array of blood testing profiles covered.
As Mental Health Awareness Week approaches, it's essential to recognise the profound impact that physical activity and exercise can have on our mental wellbeing. Beyond the physical benefits of fitness, engaging in regular movement and workouts can be a powerful tool for managing stress, reducing anxiety, and improving overall mental health. Here, we explore the mutual relationship between physical activity and mental wellness, highlighting the transformative effects of incorporating movement into our daily lives.
Regular exercise has been shown to stimulate the production of endorphins – the body's natural mood elevators – leading to feelings of happiness. By engaging in physical activity, whether it's a brisk walk, a yoga session, or a gym workout, individuals can effectively alleviate stress and anxiety, promoting a sense of calm and relaxation.
Additionally, exercise provides a healthy outlet for pent-up emotions and tension, allowing individuals to channel their energy in a positiveand constructive manner, thereby reducing the risk of developing chronic stress-related conditions.
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Incorporating movement and exercise into our daily routines can help build resilience and coping skills, enabling individuals to better navigate life's challenges and setbacks. Physical activity serves as a form of self-care and self-expression, allowing individuals to release tension, process emotions, and gain a sense of control over their bodies and minds.
Whether it's through the meditative practice of yoga, the rhythmic motion of running, or the companionship of group fitness classes, exercise provides a supportive environment for individuals to explore their strengths, build confidence, and develop effective coping strategies for managing stress and adversity.
Physical activity has been linked to enhanced cognitive function and brain health, with studies suggesting that exercise can improve memory, focus, and overall mental awareness.
Engaging in aerobic exercise has been shown to increase blood flow to the brain, delivering oxygen and nutrients essential for optimal brain function, while also promoting the formation of new neural connections and pathways.
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Adequate sleep is essential for maintaining good mental health, yet many individuals struggle with sleep disturbances and insomnia due to stress and anxiety. Exercise can play a crucial role in improving sleep quality and regulation, helping individuals achieve deeper, more restorative sleep.
Engaging in physical activity during the day can promote feelings of tiredness and relaxation in the evening, making it easier to fall asleep and stay asleep throughout the night. Additionally, regular exercise has been shown to regulate circadian rhythms and promote the production of melatonin – the hormone responsible for regulating sleepwake cycles.
Aerobic exercises increase the heart rate and promote the circulation of oxygen-rich blood throughout the body. Examples include brisk walking, running, cycling, swimming, and dancing. Exercises can be as moderate or intense as you like, with simple tweaks like adding weights or resistance bands into the mix to maximise your workout.
Mindfulness-based activities such as yoga, tai chi, and qigong combine gentle movement with focused attention on breath and bodily sensations. Mindfulness-based exercises promote stress reduction, emotional regulation, and resilience, making them effective tools for managing anxiety, depression, and other mental health challenges.
Strength training and resistance exercises involve using resistance – such as weights, resistance bands, or body weight – to build muscle strength, endurance, and flexibility. Examples include weightlifting, bodyweight exercises (e.g., push-ups, squats), and Pilates. While these activities are often associated with physical fitness, they also offer significant benefits for mental well-being. Strength training releases endorphins and other neurochemicals that promote mood elevation and stress reduction.
As we celebrate Mental Health Awareness Week this May, let us recognise the profound impact that movement and exercise can have on our mental wellbeing. From reducing stress and anxiety to enhancing mood, cognitive function, and resilience, physical activity offers a holistic approach to promoting mental wellness and building a healthier, happier society. Whether it's a daily walk in nature, a yoga practice, or a high-intensity workout, you can embrace the transformative power of movement and prioritise mental health.
PAM OH Solutions is a national Occupational Health provider. We work with clients across all industry sectors, delivering a flexible range of high quality, pro-active and cost-effective services. Combining the traditional values of professional integrity and good customer service with a modern progressive approach to service delivery.
We deliver efficient and fit for purpose Occupational Health solutions to improve attendance and reduce absence in full compliance with legislation. Our approach extends beyond simply providing a reactive management referral service, we aim to forge strong working relationships with our clients, working in partnership to deliver tailored absence management solutions.
PAM Wellness Solutions was born out of a need to support our customers and their employees from a holistic health and wellbeing perspective in 2009, expanding on the physical health and rehabilitation services that our occupational health sister company has expertly provided since 2004.
Our suite of corporate health, neurodiversity, psychological and wellbeing solutions enables organisations the option to engage with a strategic wellbeing partner to support their employee’s whole health and wellbeing needs, and for their employees to benefit from the multidisciplinary expertise of our extensive team. We work strategically to implement proactive workplace health and wellbeing solutions, to help organisations and their people thrive.
• Corporate Health Assessments
• Psychological Services
• Employee Assistance Programme
• Trauma and Critical Incident Support
• Neurodiversity diagnosis and screening
• Menopause Support
• Drug and Alcohol Programme
• Mediation and Whistleblowing
• Workplace Needs Assessments
• Assistive Technology & Ergonomics
• Management Coaching
• Wellness Training, Workshops & Webinars
• Corporate Blood Testing
We are a specialist business under PAM Group and are proud to offer an extensive range of high-quality services, focussing on all of the five pillars of wellbeing.
PAM Physio Solutions provide a variety of physiotherapy solutions and specialist services to ensure speedy, proactive, and early intervention with a focus on clinical excellence and healthy outcomes for clients. We’re committed to client and customer wellbeing and offer comprehensive, end-toend physiotherapy solutions bringing clinical excellence and product-based solutions to our client’s workspaces.