Study: 86% of independents report better wellbeing, autonomy

Change from the Inside Out In the field of social work, work should NOT be synonymous with burnout or toxicity. Social workers dedicate their lives to the betterment of others. They invest years in education, earn advanced degrees, and meet rigorous licensure requirements. In return, it’s only fair to expect a workplace culture grounded in support and safety. There’s a common misattribution in our field: Employers often frame situations like overwhelming workloads as a reflection of prioritizing client care. In reality, these are systemic issues, such as those rooted in chronic short staffing. We cannot move forward without naming this truth. Working under conditions like these harms both the social worker and the client. Research consistently shows that clinician well-being is essential to effective care. So, what’s the answer? Change from the inside out. Advocate for better working conditions, starting with workplace culture. Embody the principles of well-being. Engage in honest, constructive dialogue with employers and colleagues to build healthier, more sustainable environments. When you see something, say something. Small change is still change. Through conversations like these, we can make the field of social work a little healthier, day by day. 🤝 #changefromtheinsideout #systemstheory #socialwork #workplaceculture #workplacesafety #ASW

I heard some interesting stats today. 🚨 The health cost of work is too big to ignore: 💸 £132 billion in lost productivity 👥 2.83 million economically inactive due to health 🧠 8 million with work-limiting conditions 😔 38% of young workers feel isolated 👩💼 58% of women returning from career breaks feel unsupported 🧓 54% of over-55s want to work longer to stay sharp 💼 Yet only 58% say their job supports their physical and mental wellbeing. Work isn’t working—for too many. It’s time to redesign it for health, inclusion, and purpose.

If business moguls and world leaders can work into their 80s, why can't the rest of us (if we want to)? From the Japanese 'super-ageing' society model, to CEOs thriving in their 90s, it's clear that age is no barrier to performance. The headlines from the last 7 days below. 👇 Too old to work? Not if you look to Japan. Europe urgently needs its older workers, for their talent, their social security contributions and to keep GDP growing. Yet it systematically shuts them out of the labour market. And labour market participation rates vary widely throughout Europe: while the employment rate for the 55-64 age group in Iceland is 83.7 per cent, the figure in Greece is 48 per cent, says Equal Times magazine. The secret is to adopt policies like the 'super-ageing' society in Japan - promote 'rehiring' policies and adopt much flexible part-time working structures. https://lnkd.in/eSKAHe4u When 94 is the new 54. More and more business moguls are working on until their 70s, 80s and even 90s as longevity stretches and their empires grow, says the Financial Times. If the top CEOs can carry on their working lives, so can we, without needing some of their more extreme longevity cure-alls. http://bit.ly/4gXkrJT We can work it out An ageing population is not a problem if managed properly, says Newsweek. Policies that are designed to help families, such as increased mobility and access to healthcare, also benefit the elderly. And friendly workplaces for young mothers are also great for midlifers - offering flexible working, part-time options and increased job sharing. http://bit.ly/3KCl3sq For more news, insights and best practices on age in the workplace, sign up for our monthly newsletter: https://lnkd.in/gWW629_h #FeelInspiredNotRetired

Nearly half of U.S. workers haven’t saved enough for emergencies, with 85% carrying personal debt—and the financial strain is hitting women especially hard (62% report missing their emergency savings goals vs. 44% of men). A new WorkLife article highlights the growing financial wellness gap and why more employees are turning to their employers for help. The takeaway? For employers, closing this gap is no longer optional—it’s a business-critical priority. #BrightPlan #financialwellness #HRstrategy #employeebenefits #futureofwork

What would happen if our governments, locally, regionally and nationally, applied an expansive wellbeing lens to their work? Could the relentless pursuit of our collective wellbeing for the benefit of people and planet act as an alternative to authoritarianism? Could it challenge the prevailing narratives of decline and dissatisfaction? Our 'Economics to improve lives' series shares perspectives on the link between wellbeing and funding work that matters. In the latest article, Sufina Ahmad MBE, Director of John Ellerman Foundation writes about wellbeing as a framework that has enabled the team to share the depth and breadth of their ideas and beliefs around people, society and the natural world in a way that is recognised in collective decision making. As Sufina highlights, when one of these considerations isn't attended to fully, we all lose. “It’s very hard to argue against wellbeing, because how could you possibly justify not being for it?” Read the article below ⬇️ Our 'Economics to improve lives' series brings together thinkers and commentators from across economics, policy, academia, media and civil society to challenge conventional wisdom, and consider new approaches to measuring economic success which put the lived realities of people at the core. #Wellbeing #TrustsAndFoundations

Earlier this year, the UK Government launched an independent review to 'Keep Britain Working' examining how employers can create and maintain healthy, inclusive workplaces. The figures driving this review are startling: “Today there are nearly 800,000 or 40% more people of working age who are economically inactive for health reasons than there were in 2019. The growth in the number who are becoming economically inactive for health reasons is nearly 10 times the growth of the working age population.” This loss of productive capacity is estimated at £150 billion and by 2030, that figure could rise further as the number of economically inactive reaches 1.4 million. Cancer cases are rising, and with improved treatments and care, more people are living and working with cancer than ever before. Yet our research with the Institute for Employment Studies shows that many organisations still underestimate the scale of this issue and aren’t equipped to provide the right support. We believe every employer can take action now: ✅ Collect data on cancer within the workforce ✅ Establish a dedicated workplace cancer policy ✅ Train HR teams to understand the scope, scale and best practices for support ✅ Equip managers with the skills and confidence to help staff affected by cancer ✅ Provide coaching and mentoring for those navigating treatment and return to work Because creating a truly inclusive workplace isn’t just the right thing to do, it’s essential for wellbeing, productivity, and the future of work. You can learn more via the link below. https://lnkd.in/ezqmn6f5 #WorkingWithCancer #InclusiveWorkplace #EmployeeWellbeing #Leadership

What more can employers do to support young people’s wellbeing in today’s workplace? This World Mental Health Day, we’re sharing practical guidance to help employers better support young people at work. From talking about mental health and managing anxiety to giving positive feedback and engaging with young people who’ve disengaged from education. These resources are designed to help you build a culture where young employees can thrive. ➡️ Explore the full guides below: → Supporting Line Managers to Talk About Mental Health: https://lnkd.in/efbW6rFE → How to Manage and Help Young Employees with Anxiety at Work (Members-only): https://lnkd.in/exBb4ZtZ → 20 Examples of Positive Feedback to Give Employees in the Early Stages of their Career: https://lnkd.in/e3-28Gqt → How Can Employers Engage with Young People Who Have Left School or Otherwise Disengaged? (Members-only): https://lnkd.in/eR8cjdVE → What Do Employers Need to Consider with Increased Remote/Hybrid Working and Young Talent? (Members-only): https://lnkd.in/eSNGKJ6A If your organisation is navigating the challenges of supporting young talent in today’s changing world of work, join our Membership for expert insights, tailored resources, and support to help your business thrive. ➡️ Speak to our team today: https://lnkd.in/eNKn83s6 #WorldMentalHealthDay

Canadian workers are burning out, and it’s costing more than we realize. A new Telus Health report (Oct 2025) found: 70% of employees say their productivity has declined due to worsening mental health. 59% feel somewhat or extremely burnt out. 49% cite financial stress as their top concern. And more than 60% either don’t know if they have mental-health benefits, or believe they don’t. That last point hits hard. It’s not that employers don’t care, it’s that most plans haven’t evolved fast enough to meet today’s realities. Mental health, burnout, and financial stress are now directly tied to productivity, retention, and culture. Employers who ignore that connection will keep losing their best people quietly. Sometimes the fix isn’t a higher spend, it’s better design, communication, and access. If you’re reviewing your benefits for 2026, it might be the right time to ask: - Are our employees aware of the mental-health and financial-wellness supports we already offer? - And are those supports enough for the workforce we have today? If you’d like a quick audit or benchmark of how your plan compares to similar organizations, I’m happy to share insights. #EmployeeBenefits #MentalHealth #HR #WorkplaceWellness #GroupBenefits #PeopleCorporation

With increasingly global workforces, it's time to look at how we can support our expatriate employees. As Min Lee Loh, Manager, Health & Clinical Services, observes, moving can take a huge mental toll; and without proper support, these challenges are only compounded. For a guide on how you can start, read our full article here: https://lnkd.in/gjNgNtuS #ExpatriateEmployees #GloballyMobile #EmployeeHealth #Wellness

𝐖𝐚𝐧𝐭 𝐭𝐨 𝐤𝐧𝐨𝐰 𝐡𝐨𝐰 𝐭𝐨 𝐜𝐫𝐞𝐚𝐭𝐞 𝐚 𝐧𝐞𝐮𝐫𝐨𝐢𝐧𝐜𝐥𝐮𝐬𝐢𝐯𝐞 𝐰𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞?   Awareness of neuroinclusion in organisations is growing, but we need more than that… We need action.   As a neurodivergent Independent Social Worker, I know how workplaces designed for neurotypical brains can hold people back. So, I've written a blog to help employers make thoughtful adjustments that create the conditions for neurodivergent employees to thrive.   And when you build neuroinclusive organisations, the reality is, 𝘦𝘷𝘦𝘳𝘺𝘰𝘯𝘦 benefits.   Read it here: https://lnkd.in/eqdxtQ-n   Feel free to share this blog with any business owners, colleagues, or friends that might find it useful.   #SeaSocialWork #NeurodiversityAtWork #InclusiveWorkplace #Neuroinclusive #MakingWorkAccessible