UK Government review: How to create inclusive workplaces for cancer survivors

Monday 20 October marks both World Statistics Day and the launch of National WorkSpace Week (20–26 October 2025), a national health initiative held annually during Safe Work Month to highlight the impact of unhealthy work practices. Led by the Australian Chiropractors Association, WorkSpace Week focuses on Australia’s #1 workplace injury; work-related musculoskeletal disorders (WMSDs). These preventable injuries cost the economy more than $55 billion each year, while undermining the health, wellbeing and productivity of millions of Australians. This year, the campaign highlights the disproportionate impact on women and shows how addressing modifiable risk factors, including poor posture, repetitive strain, workplace stress and non-ergonomic technology use, can help prevent and minimise these injuries. Key statistics: - 91% of female desk workers report suffering a WMSD, compared to 76% of men. - Women are 22% more likely to experience neck pain than men (71.7% vs 59%). - Tech neck: women are 43% more affected by productivity loss linked to neck pain than men. - Serious workers’ compensation claims for mental stress are more than double for women (12.5%) compared to men (6%). - WMSDs remain the #1 workplace injury affecting both women and men. With women making up the majority of the healthcare, aged care, childcare and disability services workforce, prevention and early intervention are critical to protecting workers, reducing compensation claims and easing the long-term burden on the economy. Comprehensive journalist notes, multimedia resources including VNR and audio, case studies and national survey data are available here: www.bit.ly/WSW25-Media.

As many as 3.37 million adults will be economically inactive due to long-term health conditions over the next decade, our new analysis has shown. 💸 This would cost the economy £36 billion a year. The growing number of people leaving the workforce is being driven by things like musculoskeletal disorders, mental health problems and cardiovascular disease. That’s why we're calling for a shift in the way policymakers and employers see workplace health. We need: 💼 A national health and work standard to establish a minimum level of support for all UK workers. 💼 Upskilling of line managers so they can support staff at risk of stopping work due to their health. Improving workplace health will pay off for everyone – businesses, the public and our economy. Want to get involved? Later this month we'll be launching a Health and Work Network to bring together employers to demonstrate their commitment to workplace wellbeing and to share best practice. Sign up now to be the first to hear about it: https://ow.ly/ymwM50XlBCu

🚨 Big warning: According to the Royal Society for Public Health, the UK is on course to lose 600,000 workers over the next decade unless employers radically improve health support at work. 🔍 Key highlights: • 3.3 million adults could become economically inactive by 2035, costing the economy ~£36 billion annually.  • The biggest drivers? Long-term health conditions like mental health issues, musculoskeletal problems and cardiovascular disease.  • Almost half of the workforce lacks access to basic health-support services (flu jabs, cardiovascular checks) at work. So what does this mean for you, as a leader or HR professional? ✅ Prevention must become part of your occupational health strategy — it’s not just a “nice to have”. ✅ Health-support programmes should be proactive and inclusive: from mental health training, to resilient teams, to recovery-focused wellbeing. ✅ Investing in employee health is not only ethical — it makes business sense: lower turnover, better performance, fewer days lost. At Stretching the City we specialise in translating that big picture into everyday action. If you’re ready to shift from reactive absence management to proactive health-support culture, we’d love to help. 👉 Let’s talk about next steps. https://lnkd.in/em8KtAxK #WorkplaceWellbeing #EmployeeHealth #Resilience #Leadership #HR https://lnkd.in/euJBeKYd

Women’s health isn’t just a wellbeing issue, it’s a business issue. Chronic pelvic pain, endometriosis, and hormone-related conditions are costing the UK economy billions every year in lost productivity, absenteeism and staff turnover. Yet most workplace health strategies don’t address the biopsychosocial reality behind these challenges. Women don’t need another sick note. They need recovery pathways that address the whole person; physical, emotional and occupational health combined. At Life + Lemons, we’re working to change that by helping businesses create sustainable support models that keep women healthy, engaged and in work. If your organisation is exploring ways to reduce absence, improve retention and strengthen inclusion, let’s talk about what this could look like in practice. #WomensHealth #CorporateWellbeing #Endometriosis #WorkplaceHealth #FutureOfWork #ROI

 Supporting Women’s Health at Work Isn’t a Perk — It’s a Performance Strategy. 📈 Fewer absences. Improved productivity. Higher engagement. Stronger staff retention. When women are supported at work, everyone benefits — and so does the bottom line. 💡 Women’s Health at Work: A Non-Negotiable, Not a Nice-to-Have Women’s health is finally stepping into the spotlight — but there’s still work to be done. While awareness has grown, many women continue to experience stigma, silence, and a lack of meaningful support in the workplace. 📊 Bupa’s research found that over one million women mask period sick days each year because they don’t feel comfortable telling their boss the real reason. That’s not just a wellbeing issue — it’s a workplace culture issue. Hormonal fluctuations such as PMS, perimenopause, and menopause can affect mood, energy, memory, and focus — often knocking confidence and impacting performance. Yet, these are normal physiological changes, not personal shortcomings. So how can organisations move beyond awareness and into action? ✅ Education: Empower staff with practical, evidence-based tools to manage wellbeing and energy through each life stage. ✅ Training: Equip managers with the confidence to have open, informed conversations about women’s health. ✅ Environment: Create policies and cultures where women can thrive — not just survive — at work. At Lily Samuels Nutrition, we help organisations turn awareness into action through tailored workshops, wellbeing programmes, and nutrition strategies designed to support, empower, and retain female talent. Because when women feel supported, everyone performs better. If your organisation is ready to create a culture that truly supports women’s health and wellbeing, let’s start the conversation. #WomensHealth #MenopauseAwareness #WorkplaceWellbeing #EmployeeEngagement #Leadership #Nutrition #ROI

Presenteeism is costing businesses billions. One overlooked reason? Periods. More accurately: employers not adequately providing for periods at work. We spend a lot of energy arguing about absenteeism. But who can relate to being at work but not being fully able to engage but being fearful to take the time you need? ❤️🩹 Employers are losing up to £4,000 annually per employee in lost productivity. 📈 But, with the correct policy in place and care provided, comprehensive wellness programs have returned £4.70 for every £1 invested If organisations do not provide support for menstruation via policies, management training, education and free period-care they are ignoring a basic human function. They are absorbing a silent productivity cost. Here’s my controversial take: employers should provide period care (products, training, education, facilities, flexibility) as a standard benefit. Not a “women’s perk”. Just basic human support. Why? Because not doing so creates a unsupportive culture, not to mention it allows loss in value in engagement, retention, health, and productivity. If your workplace does not even guarantee a spare tampon in the bathroom: 🚩 We must shift from tolerance to support. I would love to hear what others are doing (or resisting) in their workplaces? Let me know in the comments!

Presenteeism is costing businesses billions. One overlooked reason? Periods. More accurately: employers not adequately providing for periods at work. We spend a lot of energy arguing about absenteeism. But who can relate to being at work but not being fully able to engage but being fearful to take the time you need? ❤️🩹 Employers are losing up to £4,000 annually per employee in lost productivity. 📈 But, with the correct policy in place and care provided, comprehensive wellness programs have returned £4.70 for every £1 invested If organisations do not provide support for menstruation via policies, management training, education and free period-care they are ignoring a basic human function. They are absorbing a silent productivity cost. Here’s my controversial take: employers should provide period care (products, training, education, facilities, flexibility) as a standard benefit. Not a “women’s perk”. Just basic human support. Why? Because not doing so creates a unsupportive culture, not to mention it allows loss in value in engagement, retention, health, and productivity. If your workplace does not even guarantee a spare tampon in the bathroom: 🚩 We must shift from tolerance to support. I would love to hear what others are doing (or resisting) in their workplaces? Let me know in the comments!

Presenteeism is costing businesses billions. One overlooked reason? Periods. More accurately: employers not adequately providing for periods at work. We spend a lot of energy arguing about absenteeism. But who can relate to being at work but not being fully able to engage but being fearful to take the time you need? ❤️🩹 Employers are losing up to £4,000 annually per employee in lost productivity. 📈 But, with the correct policy in place and care provided, comprehensive wellness programs have returned £4.70 for every £1 invested If organisations do not provide support for menstruation via policies, management training, education and free period-care they are ignoring a basic human function. They are absorbing a silent productivity cost. Here’s my controversial take: employers should provide period care (products, training, education, facilities, flexibility) as a standard benefit. Not a “women’s perk”. Just basic human support. Why? Because not doing so creates a unsupportive culture, not to mention it allows loss in value in engagement, retention, health, and productivity. If your workplace does not even guarantee a spare tampon in the bathroom: 🚩 We must shift from tolerance to support. I would love to hear what others are doing (or resisting) in their workplaces? Let me know in the comments!

📢 The 2025 Maven Report Sends a Clear Message to HR Leaders: Family Health Benefits Are No Longer Optional    Working parents are reaching record levels of burnout, with 45% saying they feel overwhelmed, and 92% believing employers could do more to support them. Rising costs, limited access to care, and high emotional fatigue are pushing employees to the edge and many are considering leaving for workplaces with better support.    👩👧👦 Key Findings from the 2025 Maven State of Women’s and Family Health Benefits Report:  ▪️ 84% of employers now say family and reproductive health benefits are crucial for attracting top talent.  ▪️ 85% believe they are essential for retaining employees.  ▪️ Nearly 1 in 2 employees have taken or considered a job elsewhere for better family-related support.  ▪️ Companies offering parenting support report higher return-to-work rates and employee loyalty.    🔍 Why This Matters for People Leaders and HR Managers:  Employers who invest in comprehensive, inclusive family health benefits including fertility, preconception, parental leave, and mental health are not only doing the right thing for their people but also:    ▪️ Lowering healthcare costs  ▪️ Boosting engagement and retention  ▪️ Enhancing psychosocial safety  ▪️ Meeting ESG and WHS compliance expectations    📈 The takeaway? Supporting working parents isn't a perk, it's a business strategy with proven ROI.    👉 If you’re serious about fostering a high-performing, loyal, and inclusive workforce, now’s the time to audit your current benefits and make family-focused wellbeing a priority.    🔗 Source: 2025 Maven State of Women’s and Family Health Benefits Report

💠 Women Who Changed the Way We Work – Part 3 Dame Carol Black: Redefining Wellbeing at Work For much of the twentieth century, workplace health was defined by what could be measured — injuries, lost-time accidents, physical hazards. Mental strain, burnout, and stress were treated as personal weaknesses, not organisational risks. Then came Dame Carol Black, a physician who changed the conversation. As a leading specialist in respiratory medicine and later as the UK Government’s Adviser on Health and Work, she reframed wellbeing as a strategic issue — not an HR slogan. Her national reviews on work, health, and wellbeing asked uncomfortable questions: ➡️ What is the true cost of stress and fatigue? ➡️ How does poor mental health erode productivity and trust? ➡️ What would happen if we designed work to sustain people, not just use them? Her reports built the evidence base that modern psychosocial-risk management now stands on. They led to practical frameworks linking leadership, culture, and employee wellbeing — influencing legislation, corporate governance, and medical practice across the world. Dame Carol Black reminded employers that health is not just the absence of illness; it’s the presence of meaning, balance, and safety. She argued that good work is good for people — provided it is designed to be. Today, when we talk about fatigue management, psychological safety, or the wellbeing clauses in the Health and Safety at Work Act 2015, we are building on the foundations she laid. Her legacy is both scientific and humane: that a healthy workforce is not a cost centre but a moral compass. ⸻ #Leadership #HealthAndSafety #HSWA #Wellbeing #WomenInLeadership #PsychosocialRisk #PublicHealth #DameCarolBlack #EmpathyInAction #WorkplaceSafety #Governance