BITC – Reducing the risk of suicide: a toolkit for employers

Business in the Community along with Public Health England, supported by The Samaritans, have designed a toolkit to help organisations adopt a strategy to reduce the risk of a suicide that will have an impact on the workplace.  When you think about the statistic, that in England a person dies by suicide every 107 minutes, then this toolkit could play a part in preventing it.


Reducing the risk of suicide: a tool kit for employers

IPPR BITC Report- Millennials & mental health in the modern labour market

IPPR BITC ReportMillennials and mental health in the modern labour market, published last week.   The 60 second Summary offers some employer recommendations – the majority of which tie-in with the Award asks, but the suggestion of introducing a formal ‘workers’ forum’ for those with more than 50 employees is interesting… and maybe something for the criteria review?

The report shows younger workers (born since 1982) in part-time and temporary work – as well as those who are underemployed and/or overqualified – are more likely to experience poorer mental health and wellbeing, compared to those in more permanent, secure and/or fulfilling work.

To download the full publication & executive summary, click on the link below

Full publication & executive summary

Should employers be concerned with workers’ financial well-being?

Should employers be concerned with workers’ financial well-being?

The consensus from academic research, professional and trade associations, media, and leading employers is that employee financial problems negatively impact the employer’s bottom line. Employers who provide employees access to information and resources to increase their personal financial literacy and money management behaviors improve their profitability.

The strong correlations among personal finances, stress levels, health, and family relationships are well established. So are the correlations between financial well-being and the direct employee costs of absenteeism, administration, lost productivity, and turnover. An employee’s financial well-being conditions his or her job satisfaction, engagement, and productivity. Low engagement from just one employee impairs the productivity of co-workers.

Studies show that employee financial wellness can improve morale in the workplace. Benefits of financial wellness programs in the workplace include:

  • Improvement in workplace productivity
  • Improvement in employee morale
  • Improvement in organization loyalty
  • Reduced absenteeism
  • Reduced turnover
  • Reduced workplace distractions

Financial education programs can be a cost effective benefit that can create a more focused, engaged, and productive workforce.

To learn more, visit the PFEEF (Personal Finance Employee Education Fund) website