FRIDAY HR FAQS – First Aid at work – What do I need to do?

First aid at work is a very important element of ensuring compliance with your duty of care as an employer in regards to Health & Safety. While of course we hope it is never needed, you must consider the risks your employees may be exposed to while carrying out their duties to prevent any accidents, and if they do occur, are well prepared and able to deal with them.

As an employer, you are legally required to take care of your employees should they become ill or have an accident while at work. Having trained first aiders could make the difference in preventing minor incidents becoming major ones. The Health and Safety (First Aid) Regulations 1981, state that employers should provide adequate and appropriate equipment and enough trained first aiders to help injured or ill employees.

The rules and regulations surrounding first aid at work can be confusing and perhaps a little vague, so we have put together the basics to help you understand what is needed, to meet you obligations as an employer.

Firstly you must assess the first aid needs based on the nature of your business and provide adequate equipment and appropriate training. So, start off by considering what are the potential health and safety risks within the business, in order to decide what needs to be put in place. For example, the number of employees, the nature of the work carried out, the layout of the office/site environment, whether any employees have any existing medical conditions or disabilities that need special consideration?, whether employees travel for work?, out of hours working/shift work, whether you have a high number of visitors to the site?

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Also consider practicalities, for example, if you decide to have one first aider, would all shifts be covered? and what happens if the appointed person is off sick or on holiday?

Businesses which are considered small low risk environments, may decide they only need to have a first aid box and someone responsible for stocking this, recording accidents and calling the emergency services if necessary.  Whereas larger or higher risk environments such as a factory or construction site, where there are greater health and safety risks, at least one fully trained first aider would be required. All first aid arrangements put in place must be communicated to employees.

We would recommend keeping a record of this risk assessment, to prove you have duly considered all risks and made a judgement on the provision for first aid within the workplace.

Once you have a risk assessment completed, you can decide how many first aiders are needed. As mentioned, there is no right or wrong answer by law, but it needs to be ‘adequate and appropriate’, but what does that mean?! This can be open to interpretation, but we would recommend as a guide that for low risk companies with 5 to 50 employees, you have at least one person formally trained in first aid, holding an Emergency First Aid at Work certificate, then another first aider per 50 additional employees. Under 5 employees, you should at least have an appointed person to take responsibility of first aid at work, they may not be first aid trained, but they will be responsible for ensuring the first aid box is fully stocked and calling the emergency services if required if an accident occurs.

First aid training is readily available from a variety of providers and locations, if you would like to have a discussion on how to implement it in your business, get in touch:+44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

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Our new website has launched…

We are excited to announce our new and improved website has been launched…

We’ve listened to our clients and customers and made some key changes.

We our proud that we take an innovative approach to HR, cutting through the industry jargon to help make a real difference to any business, by providing excellent HR consultancy and HR support.

We know HR can be a scary prospect for businesses both big and small and there is a lot to take in.  However we ask questions that other HR consultancies don’t, because we want to make a positive impact on your business and understand your people, by providing excellent HR and Talent services in the form of employee documentation, support, management and advice regarding employment queries and processes.

Come and take a look:

Website Launch 1 - hr revolution - outsourced hrIf there are any of our services that you would like to discuss in more detail or
might be interested in then please give us a call on: +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

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World Mental Health Day 10th Oct 2018

Today is World Mental Health Day, aimed at raising awareness and educating people on a subject that has been too stigmatised for too long.  It’s an opportunity for us all to reflect on our own mental health and wellbeing and those around us. Unfortunately, mental ill health isn’t something that affects people for just one day a year, for some it really is something that affects them long term.

When we talk about Mental Health, what do we mean? Well in short it’s our emotional, psychological and social wellbeing – fundamentally the part of us that affects how we think, feel and act in certain situations. It determines how we handle stress, the choices we make and more importantly how we relate to others.

Mental illness can range from feeling a little down to debilitating anxiety and less commonly the severe conditions bi-polar or schizophrenia, but even feeling down can affect us and the people around us.  Most people will feel some level of stress or anxiety as our daily life throws different pressures and expectations at us, so never assume someone is always happy and never struggles with mental ill health as this will rarely be true.

The statistics show that 1 in 4 will experience mental ill health at some point in their lives and it is now a real issue that needs to be addressed and not swept under the carpet. Luckily awareness is on the increase and some big charities and household names are at the forefront of ensuring that we are all able to talk about our issues openly and promoting positive mental health.

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There are steps we can all put in place from employers and business owner to colleagues and peers to promote positive mental wellbeing in the workplace.  Below are just a few things that should be in place and we would encourage all employers and their employees to get involved, not just to help promote positive mental health in the workplace, but support those already suffering with mental ill health.

Employers

1. Take time to understand the impact to your business.

2. Ensure your managers are informed and aware, include training if necessary, but most importantly ensure they are open to having conversations with their employees.

3. Openly show that you are committed to positive mental health.

4. Deal with the issues that could be causing your workforce stress and anxiety.

5. Reduce negativity, tell people it’s ok to talk and reinforce that they won’t be punished as a result.

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Managers

1. Ensure you know how to handle a potentially difficult conversation effectively and don’t be afraid to ask for help if not.

2. Promote a positive work-life balance in your teams, and yourself too!

3. Don’t think you’re the expert because you’re a manager, really understand mental health and the issues associated with it.

4. Build a good relationship with your team – this is probably the most important; your employees need to feel like they can come to you.

Employees

1. What causes you anxiety? Do you really know what your stress triggers are? Think about it, and how you manage it in the workplace, or at home.

2. Look after your wellbeing, do things that you know make you feel positive and happy.

3. Take notice of your peers and support them.

4. Lastly but most importantly talk! Don’t keep things to yourself, if you are struggling let your manager know and then you can work together.

FACT: Stress is the major cause of long-term absence in manual and non-manual workers.

Let’s work together to change this and stop people suffering in silence.

If you need any help or advice on how to approach Mental Health in your workplace, get in touch:+44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

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5 things employers should do to support employee wellbeing

Wellbeing is climbing up the corporate agenda and more businesses are implementing measures that encourage employees to bring their best selves to work.

There are plenty of benefits that companies can use to prioritize health, however, when it comes to mental health, it’s a different story.

According to research from CV-Library over three quarters (77.8%) of UK workers agree that not enough is being done to support mental health at work. In fact, almost half (46.1%) have considered resigning from a job due to lack of support. The survey of 1,100 UK workers, also found that 42.9% said that aspects of their job can cause them to feel anxious or depressed. Worse still, they have no one to turn to. 60.2% of Brits confessed that they would be too embarrassed to disclose information about the state of their mental health to their employer.

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Yet, with 15% of people at work having symptoms of a mental health condition, the stigma around opening a dialogue about mental health is making the matter worse.

A Government review in association with Mind, found that around 300,000 people with a long-term mental health problem lose their jobs each year.

From this survey it’s sad to learn that workers aren’t feeling supported by their employers when it comes to their mental health and it’s clear more needs to be done to tackle this. Also with almost half respondents confessing that they’ve thought about quitting a job due to lack of support, employers need to know how to address these issues.

So how can employers help? 83.6% of professionals believe that employers should offer mental health days for employees, with 78% agreeing that they’d be more likely to work for a company that did.

The majority 88.4% also said that they believe that employers should be given training to help them understand mental health and how to help employees who may be suffering.

Honesty and communication jointly contribute towards a great company culture and the wellbeing of employees needs to play a part in this. Employers need to create an environment where employees feel they can approach their boss if they’re struggling or take some time out when they need to recharge their batteries.

The respondents also listed the top 5 things their bosses can do for them to prevent poor mental health below:

  1. Promote a healthy work-life balance
  2. Create an environment where mental health is not stigmatised
  3. Refer employees to a counselling service
  4. Talk more openly about mental health
  5. Have an internal counselling service for employees

Food for thought indeed.

Do you have any issues surrounding employee wellbeing? why not give HR Revolution a call and see how we could help: +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

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A version of this article first appeared on HR Grapevine

It’s hot, tips for keeping cool in the office…

It might not happen often, but this week the UK will swelter in soaring temperatures and while those of you lucky enough to be on holiday during this week will enjoy the fantastic weather in your gardens what about us poor workers when the mercury rises?

Rules around temperatures in the indoor workplace are covered by the Workplace (Health, Safety and Welfare) Regulations 1992.  The regulations place a legal obligation on employers to provide a “reasonable” temperature in the workplace.

However, while there is a minimum working temperature, there is no statutory upper limit.

Employers should consult with employees or their representatives to establish sensible means to cope with high temperatures.

The HSE offers guidance on workplace temperatures including details on carrying out an optional thermal comfort risk assessment if employees are unhappy with the temperature – Health and Safety Executive (HSE) – Temperature.

However here are a few helpful tips about working in the heat:

Getting to work…

Generally hot weather shouldn’t affect journeys to work, but occasionally in the UK there might be an impact on public transport if temperatures go over a certain level. Train companies may limit the speed of trains in case the tracks buckle which may result in the late arrival of your train. You should check with your local train company to see if speed restrictions are in place or cancellations are expected and plan accordingly.

Keeping cool at work…

While employers are not legally obliged to provide air conditioning in workplaces they are expected to provide reasonable temperatures. If you have air conditioning switch it on, if you have blinds or curtains use them to block out sunlight and if you’re working outside wear appropriate clothing and use sun screen to protect from sunburn.

It is also important to drink plenty of water and employers must provide you with suitable drinking water in the workplace. It is important to drink water regularly throughout the day and not to wait until you are thirsty as this is an indication that you are already dehydrated.

Here at HR Revolution we will be out at lunch time buying our employees a tasty ice cream treat!!! #keepingHRRevolutioncool.

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Increase rest breaks where necessary…

The hot weather can make workers feel tired and less energetic especially for those who are young, older, pregnant or those on medication. Employers may wish to give these workers, more frequent rest breaks and ensure ventilation is adequate by providing fans, or portable air cooling units.

Dress code…

Employers often have a dress code in the workplace for many reasons such as health and safety, or workers may be asked to wear a uniform to communicate a corporate image. A dress code can often be used to ensure workers are dressed appropriately.

While employers are under no obligation to relax their dress code or uniform requirements during hot weather, some may allow employees to wear more casual clothes, or allow “dress down” days. This does not necessarily mean that shorts and flip flops are appropriate, rather employers may relax the rules in regards to wearing ties or suits.

If you need any further guidance give HR Revolution a call and see how we could help: +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

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No cost morale boosters for the workplace

The sun is set to shine this week (once we get over the storms!)… could it be that summer is here?  But when the sun is shining, most of us can easily think of dozens of things that we’d rather be doing than sitting at a computer in a stuffy office.

The summer months can be a tricky time for employers; employees are likely to be jetting off on holiday, and those left holding the fort can feel demotivated and restless.

To stop this, we are giving you our top 8 tips that you can implement for your employees to make a real difference in productivity and the general mood and feel within your business.

Why not pick a couple, and get to work, you might be amazed by how much difference they can really make!

1. Find out what your employees really want

It’s easy to jump to the assumption that a pay increase is what will really make the difference, often though, this isn’t actually the case. The best way to find out what you employees are looking for, is really simple; ASK them! Next time you have a team meeting with your employees, ask questions about what they’re currently dealing with, what their biggest challenges are, and how improvements could be made.

2. Support a local charity

There will be causes that are close to your employees’ hearts, for a variety of reasons. Think about how you can support charities and get your employees in some fundraising (not forgetting team building) activities. From sponsored cycles to fun runs, there are many options that you could pursue.

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3. Say thanks

Think that boosting morale is about huge gestures and complicated initiatives? Not at all, never underestimate the value of thanking your employees for their contribution. It might seem like common sense but it is something that is overlooked in the day to day running of a busy business.

4. Gym membership

At this time of year, many of us are thinking about how to improve our health and fitness for that break on the beach! As an employer well-being is vital if your employees are to make a solid contribution to the business. Consider how you could create a partnership with a local gym or fitness facility to kick-start a healthier lifestyle. Involvement should never be compulsory, so take into account personal preferences, and don’t make employees feel obliged to get involved.

5. Encourage taking a lunch break

In most offices now a lunch break involves a sandwich hastily eaten in front of the computer. This can decrease creativity, and leave your employees feeling lethargic. Why not lead by example by taking a your lunch break away from the office, maybe lunchtime walk, or checking out a new local café, and encourage your employees to do the same.

6. Ice creams anyone? 

Everyone enjoys an ice cream when the temperatures are soaring. Why not treat your employees to a cool treat during the afternoon – who doesn’t love a Magnum!!!

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7. Get the creative juices flowing

Creativity is something which should be harnessed and encouraged in the workplace. So what can you do to shake up day-to-day routines and inject some creative thinking? What about a chill-out zone, with ping-pong and pool tables, or quiet areas that are conducive to creative thinking, or encourage employees to learn new skills or get involved in new leisure activities.

8. Introduce short daily meetings

Email can be a wonderful tool for communication in the workplace, but there’s no substitute for proper face-to-face communication. Try holding brief meet at the start of every day, so employees can get a feel for what everyone else is working on, and be reminded that they’re working towards a common purpose.

There’s a huge amount of value that can be taken away from trialing and testing different initiatives to boost morale. Every business is different, so it’s really important that you take an approach that works for you and gets the best possible results.

If you’re concerned that low morale could become a serious problem, then you need to take action right away, give HR Revolution a call: +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

HR Blogger

Cost saving HR

When you’re running a business you know that your people are your greatest asset, by recruiting and developing a team of talented and motivated individuals, you can ensure that you’re putting your business it the best possible position for smashing your strategic goals.

However, if HR is becoming a drain on your resources then it’s clear that something is wrong, effective people practices should be saving you money, don’t ignore the problem it’s time to get the help you need.

HR Revolution have the solutions and below we list the ways in which you can cut your costs, whilst bringing about fantastic results.

1.Invest in training/education

The more you know, the better you can perform. This applies to anyone in your workforce, think about how you can build their capability and skill, improving their output, training should really be seen as an investment rather than an expenditure.

2.Nip problems in the bud

Sometimes, dealing with HR issues can involve difficult and awkward conversations and it can be tempting to bury your head in the sand hoping that the problems will fix themselves. Needless to say, this will rarely bring about the results that you really need.

Ensure that you are tackling issues head-on, and that you’re giving your managers the capability and confidence to do the same.

3.Say “thank you”

I’m sure even in the uncertain economic times, plenty of business owners would like to be able to give their hardworking employees a pay rise, but simply can’t afford it, but it’s essential to look at the bigger picture and consider the other elements of your reward package that keep employees motivated and engaged. Never underestimate the value of showing your employees that they’re valued, and that they’re doing a good job a ‘thank you’ costs nothing.

4.Offer flexible working

Flexible working is an attractive prospect for many employees and can offer them a greater work-life balance. Business owners are sometimes wary about allowing their employees to work remotely, but it’s something that would be worthwhile to consider.

Think saving money on travel costs, IT, energy, and more and if you get it right, you could end up getting much more from your team.

5.Don’t cut corners

When cost saving is at the forefront of your mind, you need to keep sight of your priorities. You may need to save some cash, but this doesn’t mean that you should let quality and procedures slip.  If you neglect to carry out important HR discussions, such as performance management reviews and disciplinary hearings, you might cut costs in the short term, but you can guarantee that you’ll be paving the way for bigger, more expensive problems in the future.

6.Get your admin in order

Admin is a really important part of HR systems in any business. It’s vital that you keep timely and accurate records. Depending on how you manage this though, it could easily turn into a drain on your resources.

HR Revolution has the answer in the form of our fantastic HR information solution breatheHR, your online HR manager if you will.

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7.Supporting your employees

If you spend your time trying to second-guess what you employees really want, then you’re going to end up wasting money, when it comes to developing policies and practices that get the most out of your team, and drive them towards achieving big things communication is the key.

Can you honestly say that you’re regularly and consistently collecting feedback from your workforce, and taking action on the findings? You could carry out employee surveys, or run focus groups. The specific schemes aren’t as important as the fact that you’re getting your employees involved in decision-making, and taking their views onboard.

8.Outsource your HR

HR Revolution can offer you a full HR audit, detailing the core areas of your HR platforms and procedures, highlighting everything you need to make changes to help get your employees and business back on track. Again, this isn’t a cost, it’s an investment and one that could see a return many times over as HR Revolution has the people solutions that you have been looking for.

If you would like to discuss any challenges you are facing or get some practical advice, then get in touch HR Revolution are here to help: +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

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Blue Monday may not be real, but Mental Health issues in your business will be

Ok so if you’re reading this, then you made it through the most depressing day of the year. ‘Blue Monday’ the time when the festivities are well and truly over, we’re back into our daily routine and there feels like there’s not a great deal to look forward to.

It’s also right in the middle of a period when employee absences are likely to be high and this is a challenge that a lot of businesses HR Revolution work with face every year. January is a long month and employees may not be able to face coming into work especially when you add financial woes into the mix. 

Mental health issues often create a pattern of short-term sickness absence, and sufferers often find it easier to face disciplinary action for faking a sickie than to admit they have a mental health issue because of the stigma attached.  Not only does being in trouble make them feel even worse, it also prevents them from getting the support they could get if their managers were aware of the problem.

Whatever your views, mental health isn’t something that can be solely tackled from the top down. Business owners and line managers need to take responsibility and recognise that they play a role in the well-being of their employees.

So whilst you breathe a sigh of relief that the most depressing day of the year is now behind us, it might not be time to look forward to the summer months just yet. Take the time to think about how you can ensure that your employees are happy, productive, and enjoying good mental health.

It has business benefits sure… But it’s also simply the right thing to do.

If you need any further advice or want to chat confidentially about an employee that might need assistance get in touch, call +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

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Think you wouldn’t benefit from an outsourced HR service? 4 ways we can help you save money

Thinking your business could do with some help with issues that are bubbling away under the surface, but wondering whether you really can spare the budget to outsource?

Is it easier just hoping for the best and carrying on as you are?

We know that it can be scary to make that leap and bring in some HR help, but the reality is that we can often actually SAVE you money.

And that’s an astute investment to make in your business.

Outlined below are just a few of the ways in which we could help you reduce your costs…

1. We can keep you out of tribunals

It’s easy to fall into the trap of thinking that because you’re a fair employer who tries to do your best by all your employees, that you’re not at risk of having to face a tribunal. This isn’t necessary true though.

Employment law is complicated, and if you miss something, you could find yourself with a potentially very costly situation on your hands. We can make sure that your people practices are on the right side of the law.

2. We can increase the performance of your workforce

Imagine if you could double the output of your workforce overnight. Realistically, that’s probably not going to happen, however, HR Revolution can dive deep into your business, pinpoint the exact issues that are at play, and create a step-by-step plan to fix them.

This could increase your productivity and make sure that your employees are firing on all cylinders. You might think that a marketing budget, or some social media tactics are going to give you the edge. But the real breakthrough happens when you look INSIDE your business, rather than outside.

3. We can educate your managers

We don’t just come into your business, work some temporary magic, and then leave. We provide on-site services and can give your managers the skills to ensure that they’re playing an active role in driving your business forward. This means less of a learning curve, less mistakes, and more strides forward.

Your employees are the most important investment that you can make, so it makes sense to nurture that investment. If you know that your managers have room for improvement, take responsibility and talk to us to get things moving in the right direction.

4. We can provide a flexible, pick-and-mix service

Maybe you’re not quite at the stage where you need full-time, permanent HR help. That’s exactly why we can assist you; we don’t tie you into ridiculously long contracts that you don’t need, we can create a bespoke package that’s perfect for your needs.

Just what you really need to move forward and solve your problems, right now. Our aim is to make you a better employer, not tie you up with unnecessary bureaucracy.

HR Revolution can save you money, and can seriously add to your bottom line. Get in touch, call +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

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New Year – New You – improve your mental wellbeing at work in five easy steps

Happy New Year, another year is over and we start 2018 afresh.  However, according to a YouGov survey last year, three in five employees have experienced mental health issues in the past year because of work; below we outline five steps that can be taken to improve wellbeing in the workplace.

1. How to identify your triggers

Mental health charity Mind says, working out what triggers stress or poor mental health can help you foresee problems and think of ways to solve them.

Take some time to reflect on events and feelings that could be contributing to your poor mental health. You might be surprised to find out just how much you’re coping with at once.

Triggers may well be problems with certain tasks at work, one-off events like doing presentations, as well as regular issues such as attending interviews and appointments.

Also be aware that not having enough work, activities or change in your life can be just as stressful a situation as having too much to deal with.

2. Manage your time

Managing when and where you work can be helpful, since 2014, all employees (not just parents and carers) have had the right to request flexible working for any reason, and this can include switching shifts, working different hours and sometimes working from home.

Working from home, for example, can mean you skip the commute and instead spend that travelling time with your family, exercising or even getting up slightly later (while still getting to work on time).

3. Switch off that mobile phone

Unlike in France where employees have the right to disconnect, in the UK many people feel they can’t switch off, which can be detrimental to mental health.

There’s no such thing as work/life balance, most people think about home life when at work and work life when at home so they become integrated.  But that doesn’t mean that you need to be “constantly on”; scrolling through work emails or your work social media accounts 24/7 doesn’t give your brain a break and can lead to problems.

When you leave work, actually leave work, this means turning off your work phone. Like a laptop, we need to switch ourselves off and recharge and it’s vital not to have your work phone near your bed at night, as it interrupts your sleep.

4. Eat, sleep, exercise – repeat

When you’re not at work, pack in plenty of healthy, nutritious food, sleep and exercise. We all know that these things can boost our mental and physical health.

Being outside can help, going for a 15-minute walk during the day helps clear the mind according to the Royal College of Psychiatrists, even if it might be difficult to take breaks at work when you’re stressed, it can make you more productive.

5. Don’t be hard on yourself

Of course many people have demanding jobs and when you’re caught up in a cycle of relentless hours, it’s easy to be hard on yourself.

Often we don’t need our boss or colleagues to give us a hard time as we’re good at doing that ourselves.  If you’re struggling at work, give yourself some space. This could mean taking a few days off, requesting flexible working or getting some support outside of work but once you’ve had some space, you can make good choices.

If you need any further help or guidance on wellbeing in the workplace, get in touch with HR Revolution, give us a call +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

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A version of this article first appeared on theguardian.com