Your Mental Health Matters

I believe an area that is often underrated and or forgotten is self-care. This means taking the time to do things that help you live well and improve both your physical and mental health. When it comes to your mental health, self-care can be aimed at helping you manage stress, lowering your risk of illness, and increasing your energy. Even small acts of self-care in your daily life can have a big impact.

Self-care may be defined by the term itself — caring for yourself. It includes anything you do to keep yourself healthy — physically, mentally and spiritually. We often neglect to take care of ourselves, and it may even feel selfish. But to that I would say that I would compare it to being on a plane and in an emergency putting your own oxygen mask on before helping others. If you do not take of yourself, how can you take care of others?

Self-care is different for everyone, and it is important to find what you need and what works for you. It may be a bit of a journey of discovery, but one well worth taking.  In addition, although self-care is not a cure for mental illnesses, understanding what causes or triggers your mild symptoms and what coping techniques work for you can help manage your mental health.

Here are some tips to help you get started with self-care:

  • Get regular exercise. Just 30 minutes of walking every day can help boost your mood and improve your health. Small amounts of exercise add up, so don’t be discouraged if you can’t do 30 minutes at one time.
  • Eat healthy, regular meals and stay hydrated. A balanced diet and plenty of water can improve your energy and focus throughout the day. Also, limit caffeinated beverages such as soft drinks or coffee.
  • Make sleep a priority. Stick to a schedule, and make sure you’re getting enough sleep. Blue light from devices and screens can make it harder to fall asleep, so reduce blue light exposure from your phone or computer before bedtime.
  • Try a relaxing activity. Explore relaxation or wellness programs or apps, which may incorporate meditation, muscle relaxation, or breathing exercises. Schedule regular times for these and other healthy activities you enjoy such as journaling.
  • Set goals and priorities. Decide what must get done now and what can wait. Learn to say “no” to new tasks if you start to feel like you’re taking on too much. Try to be mindful of what you have accomplished at the end of the day, not what you have been unable to do.
  • Practice gratitude. Remind yourself daily of things you are grateful for. Be specific. Write them down at night or replay them in your mind.
  • Focus on positivity. Identify and challenge your negative and unhelpful thoughts.
  • Stay connected. Reach out to your friends or family members who can provide emotional support and practical help.
  • Practice mindful breathing. Meditation doesn’t have to take a huge amount of time. Try watching your breath for a whole minute (about seven deep breaths). Note how you feel before and after.
  • Clear a spot. We often think more clearly when our spaces are more orderly. Declutter your nightstand, desk, kitchen counter, or your sofa.

I hope you take some time for you and enjoy doing so!

Article written by Donna Price, Global HR Business Partner, Stolt Nielsen

Myth Busting HR Myths

In the ever-evolving world of work, certain myths persist about what makes a top performer, the hallmarks of a strong culture, and the value remote employees bring to the table. While traditional notions like experience and physical presence in the office once reigned supreme, today’s research and insights show that adaptability, creativity, and cultural alignment can outweigh years of experience in producing standout results.

In this blog, we’ll challenge common workplace assumptions—from the link between experience and performance to the true role of HR—and explore how rethinking these beliefs can lead to a more dynamic, productive, and engaged workforce.

The best employees are always the ones with the most experience

While experience can be valuable, it doesn’t always translate into top performance. Many times, employees who are adaptable, eager to learn, and demonstrate cultural fit can outperform more experienced counterparts.

Skills like creativity, collaboration, and emotional intelligence are equally important. Moreover, a fresh perspective often brings innovative ideas to the table, something seasoned employees might overlook due to familiarity with established practices.

A strong company culture means everyone is always happy

A strong workplace culture doesn’t mean there’s never any disagreement or dissatisfaction. In fact, healthy conflict and open feedback are essential for growth and innovation. A strong culture promotes open communication, trust, and the ability to address challenges constructively.

It’s about creating an environment where employees feel safe to express their ideas and concerns, even when there are disagreements or setbacks. The goal is psychological safety, not constant happiness.

Remote employees are less productive than those in the office

Numerous studies have shown that remote employees can be just as, if not more, productive than their in-office counterparts. Without the distractions of a traditional office environment and the time saved on commuting, remote workers often achieve higher levels of focus.

Additionally, many remote employees report greater job satisfaction, which can lead to improved performance. However, success in remote work depends on clear communication, well-defined goals, and trust between management and employees.

HR is only necessary for hiring and firing

HR plays a crucial role far beyond recruitment and terminations. They are involved in strategic planning, employee engagement, learning and development, conflict resolution, and fostering a healthy company culture.

Modern HR departments focus on employee well-being, work-life balance, and creating policies that support diversity, equity, and inclusion. HR professionals also ensure legal compliance, manage benefits, and design initiatives that drive employee retention and satisfaction.

Blog written by Bethanie-Taylor Grenfell, Marketing & HRC Executive

The Employment Rights Bill and what this means for UK Workers

The Employment Rights Bill (which came into action in October 2024) introduces significant reforms to UK employment laws, marking the most comprehensive update in decades. The bill focuses on improving job security, fairness, and workers’ wellbeing while fostering economic growth and productivity. Here’s a breakdown of the major changes it proposes:

  1. Tackling Job Insecurity:
    • Zero-Hours Contracts: The bill curbs the misuse of zero-hours contracts by introducing rights to guaranteed working hours, advance notice of shifts, and compensation for last-minute cancellations.
    • Ending “Fire and Rehire”: It limits unfair dismissal practices linked to contract changes, making it automatically unfair for employers to dismiss workers for refusing changes unless there is no viable alternative.
    • Unfair Dismissal Protection: Workers will receive protection against unfair dismissal from the first day of employment.
    • Collective Redundancies: Employers will be required to consult with staff across the entire business when planning redundancies, not just at individual locations.
  2. Improving Family-Friendly Workplace Policies:
    • Paternity and Parental Leave: The bill extends the right to paternity leave and unpaid parental leave from the first day of employment, allowing parents greater flexibility.
    • Bereavement Leave: It introduces the right to unpaid leave for grieving the loss of a loved one.
    • Pregnancy Protection: Strengthened protections ensure that pregnant employees and those returning to work after maternity leave cannot be unfairly dismissed for up to six months after their return.
  3. Promoting Workplace Equality and Wellbeing:
    • Sexual Harassment Prevention: Employers will have a stronger responsibility to prevent sexual harassment, including from third parties.
    • Gender Pay Gap Reporting: Companies will need to report gender pay gaps for outsourced workers and develop action plans to address these disparities.
  4. Fair Compensation:
    • Statutory Sick Pay: Access to Statutory Sick Pay will improve by removing lower income thresholds and eliminating waiting periods.
    • Tipping Fairness: The bill ensures workers receive their tips in full, with input into tipping policies.
    • Adult Social Care Sector: Fair Pay Agreements will be established to improve pay conditions in the adult social care industry.
  5. Trade Union Reforms:
    • Trade Union Rights: The bill enhances trade union powers by repealing restrictive laws like the 2023 Strikes (Minimum Service Levels) Act and the 2016 Trade Union Act. This will give unions more flexibility to organize and represent workers.
  6. Stronger Enforcement Mechanisms:
    • The creation of the Fair Work Agency will bring together various enforcement functions, including ensuring compliance with minimum wage laws, overseeing employment agencies, and handling tribunal awards. The agency will also cover rights related to holiday pay and sick pay.

What This Means for UK Workers:

This bill represents a step forward for UK workers, particularly those in insecure employment. By addressing exploitative zero-hours contracts and strengthening protections against unfair dismissal, it aims to improve job stability. Workers will also benefit from enhanced family-friendly policies, such as immediate access to parental leave and better protections for those who are pregnant.

Low-paid workers, particularly in the care sector, will see improvements in their pay conditions, while increased transparency around gender pay gaps will help address workplace inequality. The bill also empowers trade unions, providing them with greater freedom to negotiate on behalf of workers.

Ultimately, the Employment Rights Bill is designed to provide UK workers with better security, fair pay, and stronger workplace protections, ensuring that businesses and employees alike contribute to a more equitable and productive economy.

For more information on the Bill, please visit the Government website.

Article written by Bethanie-Taylor Grenfell, Marketing & HRC Executive