WorkSpa Wellbeing Audit

WorkSpa Wellbeing Audit

In today’s highly competitive and fast-paced business world, many organisations have come to realise the importance of prioritising the well-being of their employees. One essential tool for achieving this is conducting a well-being audit. This Audit will help companies create a thriving workplace environment while also providing an understanding of the budget required to allocate for employee wellbeing services.

WorkSpa Wellbeing Audit- What it is

The WorkSpa audit was developed to help our clients invest smartly in wellbeing; over the years, we have supported hundreds of corporations across the UK, and we wanted to ensure that our clients get the most effective service and their employees see tangible results in their wellbeing with our support. Our audit offers organisations a holistic and wholesome perspective of their employees and the company’s health. We do this by conducting an in-depth audit with our two-step process, allowing you to gain quantitative and qualitative insight into your employees’ needs concerning their workplace well-being.

We use three pillars – MindHealth, BodyHealth and Inclusive Initiatives – to guide our questioning process and understand employees’ mental health, stress levels, and comfort in discussing their well-being at work. We also assess if they have access to resources for maintaining physical health and whether they feel a sense of belonging within the organization.

We aim to create a safe and inclusive environment where employees feel comfortable being themselves. We analyse the information gathered from your questions and provide a detailed report. This report will help you make informed decisions about any proposals, plans, or policies – both existing and future. It will also provide a basis for determining how to best invest in supporting your employees moving forward.

With the insights of this audit, there is an opportunity to create a programme of support that will benefit the organisation in supporting, engaging and retaining its existing employees and engaging and attracting future talent into the business and role model best practices. To this end, WorkSpa will use the audit to provide tailored solutions from our MindHealth, BodyHealth and Inclusive Initiatives programmes that will be most effective for your employees. The main objective is to help businesses develop a working environment that provides psychological safety for employees and to educate and empower individuals to take ownership of their resilience and well-being.

WorkSpa Wellbeing Audit – How we work

Every organisation operates differently, and there is no one-size-fits-all solution. That’s why our audit is flexible and adaptable to organisations of any size. 

If your company have already conducted staff surveys and wants to delve further into a specific wellbeing area, we can help you with small focus groups with targeted questioning. The goal is to capture the voices and experiences of employees, which will provide significant depth and narrative to complement the quantitative data. These groups will be confidential and provide a safe space where narratives are not attributed to individuals. The resulting data will be anonymised and themed, including composite quotes instead of verbatims. Through these focus groups, we will gather insights into the workplace well-being experiences, needs, and feelings of senior leaders and employees in the broader organisation. We aim to explore openly and understand how specific issues, behaviours, and barriers to workplace wellbeing may exist.

If your business is seeking a more thorough audit that uses both quantitative and qualitative methods, we can work with you to develop targeted questions. This will help us gain a better understanding of how to support your employees’ well-being in the workplace effectively. We can also analyze key performance indicators (KPIs), such as retention rates, absenteeism, and presenteeism, to determine their relative importance and significance to your business.

After conducting a WorkSpa Wellbeing audit, the company will receive a comprehensive report that includes practical suggestions and a wellness plan for the future. If you would like to learn more, please get in touch with us.

How to Support Stress and Anxiety at Work

How to Support Stress and Anxiety at Work

Your team is more likely to meet its goals if they are happy, healthy, and engaged. Although it’s impossible to eliminate stressful situations, there are some steps you can take to prevent stress and help others deal with it effectively. 

Studies show that 13.7 million working days are lost yearly in the UK because of work-related stress and depression, costing £28.3 billion yearly (NICE). Most of us will experience stress and anxiety at some point in our lives, as it is a natural human response to threats, and experiences will manifest differently for every individual. That is why it is so important that we treat every person from an intersectional approach when providing support for employees’ wellbeing.  

What is the difference between stress and anxiety?

  • Stress: usually a response to many causes, such as a tight deadline at work or arguing with someone, and usually disappears or reduces once the situation has been resolved.
  • Anxiety is typically described as apprehension or dread when there is no real threat and is disproportionate to the situation. Unlike stress, anxiety persists even after a concern has passed. 

Clinical condition

When it becomes persistent/out of proportion/debilitating, anxiety is often experienced alongside other conditions – depression, suicide, etc. In some cases, anxiety can escalate into an anxiety disorder and can affect day-to-day life. (GAD, Panic disorder, Social Anxiety disorder, Phobias, OCD, Health anxiety, Skin picking, Hair pulling, PTSD).

It is essential to understand that anxiety is normal and that anxiety is one word for many different experiences – some mild, some severe and is a natural response to pay attention to, not to feel shame about, yet to take seriously. Anxiety can be managed with professional help, lifestyle changes, and coping strategies. It is essential to seek help as soon as possible if you feel overwhelmed or unable to cope.

How can we manage stress and anxiety at work?

Workplace stress can feel isolating, but it is a collective experience (oxytocin = the connecting hormone) even while it’s a unique feeling. The opportunities within workplaces and families to acknowledge and plan for stressful times are critical. 

Separate the Stress from the Stressors

The stress response has been genetically built-in since the beginning of time. Early humans lived off the land and were vulnerable to the climate and predators, requiring them to have an alert system and hyper-ability to defend or flee the scene since their survival depended on it. 

Stress cycles were frequent, and the reaction to them was very physical in nature. However, it is critical that humans always complete the stress cycle, bringing the body back into its resting state thus resolving the stress they experienced.

An example of this would be the celebration, feasting, and rest that followed a challenging hunt – where there was a clear conclusion and resolution of the stressful event.

Whereas, with today’s lifestyle, the physiological stress response is the same, but our stressors are different. We aren’t fighting back physically or running for our lives, but we are more cognitively triggered by deadlines, childcare challenges, commutes, financial pressures – and the list goes on.

These stressors run continuously through our daily lives, overlapping and repeating almost seamlessly. We often only truly achieve restoration during vacations, when we exercise/ meditate, etc. But generally, it’s difficult to remove our body and mind from these situations – and frequently, we don’t get closure, and the stress cycle doesn’t get resolved.

The Stress Cycle

Stress Management – Resolving the Cycle of Stress -

What can we do at work collectively to complete the stress cycle?

  1. Planning: when you know stressful times are coming up, plan for it together – acknowledge and give everyone a chance to be seen, heard, and supported in the process – acknowledging that each group/individual will have a different need in the process; 
  2. Action: the plan might be the same, but the experience is different. Becoming more specified for each stressful experience at work and the individual impacts it may have on each demographic within your organisation, i.e. single-parent families; 
  3. Regulation: Build in regular moments to restore and rebalance;
  4. Reflection: Complete the stress cycle together – finish together and acknowledge the end of the period with a rewarding solution, like an office massage or mindfulness workshop to help calm the nervous system. 

What are some of the leading causes of stress at work?

A recent study conducted by CIPD research shows that poor management is the main reason for workplace stress. Heavy workloads due to poor management are the leading cause of stress, while management style is the second most common reason. Other sources of workplace stress include organisational changes, pressure to meet targets, lack of clarity about expectations, and lack of support from managers. 

As a manager, you play a crucial role in reducing the causes of stress and helping people manage stress factors related to returning to the office and hybrid working post-COVID-19 pandemic, including anxiety and difficulty coping with change. Actions such as getting to know your team better, leading by example, reviewing workloads, and preventing potential issues can create a happier and healthier work environment. 

Based on research and data gathered from our WorkSpa clients, it has become more evident that managers need specialised support in identifying signs and symptoms of anxiety and stress and training on conducting early interventions by developing confidence in having efficient and open conversations about mental health. 

Based on our findings, we have developed a WorkSpa Stress Awareness Programme that focuses on four key topics;

  • What is Stress versus Anxiey? 
  • Supporting Stress and Anxiety in the Workplace and understanding the stress cycle and curve.
  • Understanding and Preventing Burnout 
  • How to Have Constructive Wellbeing Conversations.  

Our team of expert consultants and experienced psychotherapists provides evidence-based information to equip employees with the tools to recognise signs. 

Alongside our programme, we also recommend;

  • A team of mental health first-aiders that can provide a safe and supportive environment at work for employees who need emotional support. This can help alleviate any unease an employee may feel about bringing their needs to work and allow them to feel more authentically supported. 
  • When employees suffer from stress and anxiety, offering flexible working options can help. This is not only a legal obligation in the UK, but it also increases employee productivity and efficiency levels. 
  • It’s crucial to ensure that workloads are manageable and realistic to eliminate the negative effects of stress caused by excessive pressures. Managing anxiety can help increase productivity, reduce turnover, and decrease the chances of human errors. 
  • Learning stress-reducing practices and incorporating them into the workday and team culture. Thinking about solutions that calm the nervous system, such as massage and mindfulness, can also help promote wellness.

If you would like to learn more about our Programmes, get in touch with our team.

Menopause Awareness at Work

Menopause Awareness at Work

A House of Commons committee report published in July 2022 on ‘Menopause and the Workplace’ stated, “We know nothing about how women of different racial or ethnic origins might experience the conjunction between menopause and work. We know nothing about trans women. We know nothing about women who identify as anything other than heterosexual. We know nothing about women in the gig economy. Most of the research focusing on the workplace is about professional or managerial white, middle-class, non-disabled women.”

Menopause isn’t taboo, yet women and people still struggle with a lack of support in the workplace due to menopause symptoms. To address this issue, organisations need to increase awareness of the plight of women through this transition. However, it’s equally important to recognise that gender identity, age, and race cause menopause to affect each individual differently.

In this blog post, we’ll explore the importance of menopause awareness at work and the need for an intersectional approach to menopause support. We’ll also provide tips for supporting people with menopause at work so that companies can create a more inclusive and supportive environment for people experiencing menopause.

The Importance of Menopause Awareness at Work

Menopause is a natural biological process that affects women and people differently. While menopause is a profoundly personal experience, it has significant implications for the workforce. Organisations need to increase awareness and support for women through this transition.

According to a recent CIPD survey, 73% of working women and people (aged 40 to 60) experience symptoms associated with menopause transition, with over half having missed work due to these symptoms. These symptoms can vary from person to person. Still, some of the most reported ones include mood swings, anxiety, depression, memory loss, panic attacks, loss of confidence, and reduced concentration.

Unfortunately, despite the prevalence of these symptoms, many people feel unsupported at work during this transition. The survey also found that 67% of respondents believe that the shift toward home and hybrid working will result in better management of their menopause symptoms. However, with more than 10% of people feeling discriminated against because of their menopausal symptoms, many women still struggle to advocate for themselves at work.

Did you know that approximately 17% of individuals have contemplated quitting their jobs due to insufficient support for menopause symptoms, with an additional 6% who already left their occupations? This is a significant loss of talent and experience for employers, which could negatively impact the economy.

It’s time for businesses to take menopause seriously and create an inclusive, supportive workplace that understands women’s and people’s health needs. However, in increasing awareness, companies must also address the unique needs of women and people from an intersectional approach.

Intersectional Approach to Menopause Support

Menopause is so highly personal and can vary so significantly from one individual to the next that companies must take an intersectional approach to menopause support. But what does this entail? An intersectional approach to menopause support means recognising that there is no one-size-fits-all solution to the issues faced by people with a uterus. It involves understanding and addressing the unique challenges that people from different backgrounds may face, such as access to healthcare, cultural beliefs, and social stigma.

Everyone deserves to navigate this transition with dignity and respect. By taking an intersectional approach, companies can create a more inclusive and supportive environment for women and people experiencing menopause. In what ways can businesses incorporate this new approach into their operations?

Tips for Supporting People with Menopause at Work

As we’ve discussed, menopause symptoms can be so severe that they affect a woman’s work. The onus is on managers to create a supportive and inclusive environment for their staff going through menopause. The following are five ways to support women with menopause at work.

1)   Create a Culture of Openness and Inclusivity

Trust, empathy, and respect are the foundation of all relationships, including those created at the workplace. One way to achieve this is by implementing one-to-one meetings with team members, which can serve as an informal platform for employees to discuss any issues or health changes they experience, including menopause.

2)   Don’t Make Assumptions

Everyone is different; don’t make assumptions about what women and people going through menopause need. Have an open discussion with the individual and ask them how they feel and what support they need to help you understand their unique situation and provide the relevant support.

3)   Offer Flexible Work Arrangements

Organisations should provide flexible work arrangements that cater to the needs of menopausal women and people. For example, they may need additional breaks during the day or leave work abruptly if their symptoms become too severe. By offering flexible working schedules, women can manage their symptoms efficiently and maintain their productivity at work.

4)   Create a Comfortable Working Environment

Menopause can be physically draining to women and people at work. Make sure to create a comfortable working environment with temperature-controlled areas and restrooms with shower or washing facilities, if possible. These amenities can help women and people manage their symptoms and feel more at ease while at work.

5)   Set Reasonable Timeframes for Improvement

For many people, menopausal symptoms can be debilitating and impact their work performance. In such cases, it’s in everyone’s best interest to have an open discussion and explore potential adjustments to help the individual perform to their full potential. Managers should approach this topic with empathy and provide constructive feedback and support.

How WorkSpa’s Holistic Approach to Menopause Awareness

Menopause can be a challenging and isolating experience for many women. WorkSpa is dedicated to utilising a holistic approach to menopause awareness to help organisations better understand and manage this transition period in the women’s lives within their company. We have created a menopause panel, ‘Your Menopause, Your Way’ which welcomes everyone to join the discussion to create a safe space where women and people can feel seen and heard and to empower and educate us all on how to support ourselves, colleagues and loved ones going through the transition. Our three leading experts will discuss their experiences, providing a non-biased, inclusive, holistic approach to supporting the mind and body. We will explore practical and sustainable solutions to help stress management, hormone metabolism, nutrition, fitness, and lifestyle choices that aid the process of menopause, as well as look at the collective experiences of partners, family members and colleagues.


SWAN – Study of Women’s Health Across the Nation, Accessed 21 October 2023.

Garlick, Deborah. “CIPD Community.” CIPD Community, 27 March 2019, Accessed 21 October 2023.

“The menopause at work: guidance for line managers.” CIPD, Accessed 21 October 2023.

“Menopause in the workplace.” CIPD, 4 October 2023, Accessed 21 October 2023.

How To Have Effective Conversations About Mental Health  At Work

How To Have Effective Conversations About Mental Health At Work

How often are you discussing your mental health at work? Most likely, the answer ranges from rarely to absolutely never. Well, you’re not alone – over 40% of British workers don’t feel comfortable discussing poor mental health with their manager or employer.

Creating an open and supportive culture in the workplace, especially regarding mental health, has last benefits for employees, managers, and other stakeholders. In 2022, Deloitte UK Mental Health Report found that every £1 invested in mental health interventions saw a return of £5.30 through decreased absence, presenteeism, and turnover.

Why Do We Avoid Discussing Mental Health?

One of the most significant reasons is relatively simple – it makes people uncomfortable, and we may not feel safe disclosing what is going on.

Employees fear disclosing their mental health will harm their careers, while managers fear crossing a line with their employees. Most of us have just determined that mental health is too sensitive to discuss – especially at work.

Despite the discomfort, having more conversations regarding mental health has many benefits, and the most challenging step is simply starting the conversation. With some guidance, these conversations can be much easier to start and maintain while focusing on an effective outcome.

1.Know When To Have The Conversation

Managers and leaders need to realize that their employees usually do not initiate the conversation for many reasons. They may feel they are not welcome to discuss their mental at work or that doing so would create undesirable repercussions. These fears mean that managers must be observant and perceptive.

2.Know When To Start The Conversation

This is where your observation and perception skills are put to the test. As a manager or a leader, it’s common to follow your associates’ professional performance. However, when it comes to noticing an employee’s mental health, you must pay closer attention to their behaviour – when it applies to work and other ways.

A few apparent signs that may demonstrate a decline in someone’s mental health include:

  • More absences
  • Increased lateness
  • Less engagement
  • Withdrawn behavior
  • Decreased speed or quality of work

Of course, random occurrences of the signs above don’t necessarily allude to a mental health issue. However, when these behaviours are sustained, there is usually something happening below the surface that needs to be addressed.

3.Get Started On The Right Foot

Like most things, simply starting is one of the most challenging parts of having a conversation. The most crucial thing to remember is that there is no perfect way to begin any mental health conversation. It is going to feel at least a bit uncomfortable in the beginning.

Managers need to create the right environment and conditions when approaching these conversations. As a leader, you must create a safe and balanced place. This approach means you must check your emotions at the door and focus on allowing employees to share their experiences without judgment.

In a 2022 study conducted by CIPD, researchers found that only 39% of HR respondents think managers are capable of having sensitive conversations regarding mental health with their employees.

Here are a few ways to help start the conversation.

Check your biass

Check your bias and approach the conversation with empathy and respect. We all view situations through our lenses. When handling difficult conversations, assume positive intent and seek to understand the other person’s perspective.

Prepare Yourself
Take a few deep breaths, listen to some calming music, and find ways to remind yourself of your role in the conversation. While you prepare for this conversation, it helps to have a place. Consider creating a more open environment by taking the conversation away from work – go on a walk, grab a coffee, etc.

Timing Is Important
Try to set aside a time for the conversation that doesn’t interrupt someone’s work while ensuring the conversation won’t be disturbed. You can accomplish this by setting up a private meeting or talking during lunch or a break.

Demonstrate Active Listening
If you’re in the office, sit near them or next to them to show that you’re committed to listening and trying to understand. Be sure to encourage the person to share their experience by periodically giving affirmative physical or verbal nods.

Make An Authentic Connection
Creating a real, human connection relies significantly on how you use language. It is also crucial not to bring your assumptions to the conversation. The most effective approach is creating an open and safe space to listen.

Opening the conversation and getting started on the right foot can feel challenging. Here are a few phrases you can use to ensure you have an effective and safe conversation:

  • How are you feeling today?
  • I’ve noticed that you haven’t been yourself lately. How are you feeling?
  • Do you have a support system and other ways to manage your feelings?
  • Know that I am here for you to listen and provide support.
  • When can we check in again?

Focus on asking open questions that focus on the present to ensure the conversation is as productive as possible.

4. Keep The Conversation Going

Unfortunately, there is typically no magical quick fix for mental health issues. Therefore, it is essential to consistently check in with those who are struggling with their mental health and wellbeing.

Here is how you can ensure you keep the door open for the conversation while helping employees improve their wellbeing at work and elsewhere.

Agree To A Follow-Up
Before ending the initial conversation, schedule a follow-up. This step allows managers and employees to digest the first touchpoint while ensuring the issue doesn’t go unresolved. It also shows employees that their managers are invested in them beyond their professional performance and productivity.

Accept That Each Situation Is Different
No two employees are the same. Therefore, it’s essential to acknowledge that you’ll be facing unique circumstances, relationships, expectations, needs, and much more. By leading with vulnerability and authenticity, you can address all of these distinctive needs much more effectively.

There is never an easy way to get someone to open up, especially at work and when it applies to something as personal as mental health. That is why sometimes having a company specialised in mental health help can be the right approach for effective results both in and outside the office.

How to Navigate The Burnout Epidemic

How to Navigate The Burnout Epidemic

Burnout is a prevalent issue affecting individuals in various industries and professions worldwide. With the current fast-paced and demanding work culture today, it’s no surprise that burnout has become a common issue.
In this article, we will delve into burnout, its signs, causes, and long-term consequences. We will also provide you with tangible and effective strategies for prevention and management that will help you better support yourself and others in your workplace.

What is Burnout?

Burnout is a state of chronic physical and emotional exhaustion. It’s typically accompanied by feelings of disenchantment and detachment from work, regardless of how much you might have enjoyed your job in the past. According to the World Health Organization (WHO), it is not considered a medical condition. However, it’s included in the International Classification of Diseases (ICD-11) as an occupational phenomenon.

Feeling tired or stressed is a normal part of everyday life; however, burnout goes beyond that. It’s a prolonged and overwhelming sense of depletion that is abnormal and should not be ignored. As of 2022, a staggering 46% of employees in the UK have expressed feeling close to burnout.

Given these startling statistics, it’s clear that the issue needs to be immediately addressed. However, to tackle the problem, we must first understand and identify the root cause.

Signs and Symptoms of Burnout

Burnout manifests in several different ways and can affect anyone. The following is a list of possible signs and symptoms to be mindful of:

  • Physical exhaustion
  • Chronic fatigue
  • Frequent illness
  • Emotional and mental exhaustion
  • Reduced productivity
  • Decreased job satisfaction
  • Increased cynicism
  • Difficulty concentrating
  • Frequent headaches
  • Changes in appetite/sleep

It’s important to identify patterns if you recognise any of these symptoms, such as the time of year, the type of work, or the team you are working with, as these could help pinpoint potential causes of burnout.

Causes of Burnout in the Workplace

Burnout is a result of prolonged, chronic stress and exhaustion. There are several possible causes for this in the workplace, including excessive workload, long working hours, lack of control or autonomy in decision-making, high job demands, insufficient social support, poor workplace relationships, and an imbalance of work and reward.

All in all, the causes of burnout can be summarized as work-life interference or the lack of work-life balance. Work-life interference is when the demands of work and personal life clash and compete for one’s time and attention. For example, when work demands exceed the time and energy available, it can result in neglecting personal relationships, hobbies, and self-care.

The COVID-19 pandemic brought with it the global acceptance of remote work. However, it has also led to a decrease in prioritisation of employee well-being. This shift from traditional office-centric work to a remote environment has made it easier to blur the lines between work and personal life, leading to severe mental and physical consequences.

Consequences of Burnout

Burnout can have serious consequences on both your physical and mental health. Mental health implications, such as depression, anxiety, and an increased likelihood of substance abuse, are also common with employees who experience a state of exhaustion.
Also, chronic burnout can lead to an increased risk of cardiovascular diseases and weakened immune systems. According to a study published in the European Journal of Preventive Cardiology, burnout is associated with a 20% increased risk of cardiovascular irregularities, as well as heart disease and stroke.
Additionally, burnout can also lead to impaired job performance and decreased productivity. In organisations, burnout can lead to increased turnover rates and absenteeism. The American Institute of Stress estimates that job stress and burnout cost U.S. businesses approximately $300 billion annually in absenteeism, reduced productivity, and employee turnover.

Practical Tips for Minimising Symptoms of Burnout

While burnout is a real concern for many professionals, there are steps you can take to prevent and minimise symptoms. WorkSpa Workplace is deeply committed to educating and assisting professionals in dealing with burnout. We understand the importance of taking care of oneself, especially in a demanding work environment.

We aim to provide tangible and sustainable tips that will enable individuals to take control of their well-being and better support others within their organizations. Our company ethos is centred on creating inclusive and holistic working environments where the well-being of employees is given the utmost priority.

By empowering individuals with the necessary tools and resources, we can make a positive impact on workplace culture and, ultimately, create a more balanced and healthier workforce. The following are five practical ways to cope with burnout.

  1. Prioritise your workload: Pinpoint your most important tasks and focus on those first. This will help you manage your time and prevent you from feeling overwhelmed. Delegating tasks to others can help lighten your load.
  2. Take care of your physical health: Eating a balanced diet, getting enough sleep, and exercising regularly can help you feel more energised and focused.
  3. Set boundaries: It’s easy to get caught up in work and lose sight of your personal life. Setting boundaries around your work schedule and sticking to them helps maintain a healthy work-life balance.
  4. Disconnect from technology: Taking a break from technology by turning off your phone or computer, can help you disconnect and recharge. Practice stress management techniques such as mindfulness, exercise, and relaxation to help you stay centred and relaxed.
  5. Seek professional help if needed: If your burnout is severe or you’re struggling to cope, seeking a counsellor or therapist can be beneficial. They can provide the tools to manage your burnout effectively.

Burnout is a common issue that many people face. Recognising the signs early on and taking steps to manage it can help you feel more balanced and focused on your daily life. If your company wishes to learn more about our Holistic Solutions for work-related stress get in touch with our team.