A quick glance back at the last six months at Medigold
Creating a safer workplace: Promoting suicide awareness and support
How to start a conversation about mental health
A pain in the brain: Dealing with migraines at work
Supporting and raising awareness of breast cancer in the workplace
How to improve workplace health and wellbeing
Blimey, it’s October already! How did that happen?!
With the temperatures dropping and the leaves turning, summer (or what we had of one) feels like a distant memory: autumn is well and truly here.
While for some this change of season is welcomed, an opportunity for a ‘back-to-school’ fresh start and a chance to embrace the cosy, for many others the nights drawing in, the dwindling daylight hours and the prospect of bleaker wintry weather on the way can bring a dip in mood and motivation.
This time of year is therefore an opportune moment to review the mental health support available in your workplace and reflect on what more you could be doing to ensure the mental wellbeing of your workforce.
Prioritising mental health at work is, aptly, the focus of World Mental Health Day 2024, which takes place this month. In recognition of this, we’re dedicating this edition of the Medigold Memo to this crucial topic, with lots of insights and tips for how you can best support your teams and create a more positive mental health culture.
In this issue, we’re also excited to introduce our new Learning Loop feature, brought to you by our brilliant Training & Consultancy Team. In this section, you’ll find practical advice and personal blogs from our experts on all aspects of employee wellbeing, plus links to a range of invaluable tools and resources designed to help you enhance the professional lives of your people and foster a more diverse and inclusive environment. Continuing the mental health theme, this time we’re talking about suicide awareness and prevention in the workplace. Turn to page 11 to find out more.
Elsewhere, while the seasons may be changing, the work of keeping our customers’ people in work, safe and well remains constant, and our health surveillance services are a key part of that. We’re putting these services under the spotlight over on page 15, as well as meeting two of our OH Technicians on the frontline of delivering them in our regular People are at the heart of everything we do item (on page 19).
Finally, if the thought of winter approaching gives you a headache, then spare a thought for those who suffer with migraines and head to page 17 to read our guide on tackling this pain in the brain at work.
It’s a packed issue – we hope you enjoy it!
Hello from our CEO! L
Contents
7, 13 & 22
This issue
A focus on mental health
In honour of World Mental Health Day, we ’ re putting the focus on mental health with a host of articles aimed at helping you kick off those conversations and take action to boost employee wellbeing and help prevent the tragedy of suicide.
9 Supporting employ through breast can October is also Breast Cancer Awareness Month, so we ’ re d into how you can help raise employee awareness of the m common cancer in the UK an better support those living wi diagnosis at work.
15 & 19
Shining the spotlight on our health surveillance heroes
This issue, we ’ re spotlighting our health surveillance services and the Medigold people responsible for delivering them. Head to page 15 to learn more about the benefits of health surveillance and why your business might need it, and flip to our People are at the heart of everything we do feature to experience a day in the life of our OH Technicians!
A quick glance back at the last six months
It’s been a busy ol’ summer for us here at Medigold. Here’s a quick look back at what we’ve been getting up to since our last issue!
THIS YEAR
That’s champion!
Throughout the year, our Code Champion initiative allows our Medigold employees to celebrate and recognise those colleagues within our business who regularly go the extra mile at work and who every day demonstrate the company values encapsulated within our Genetic Code. We’ve had some brilliant champions over the last six months and felt they deserved a special shoutout in our newsletter. So, here they are! Congratulations, all of you!
Laura Way, OH Nurse
Leigh Birch-Garth, Customer Service Advisor (Mobile Operations team)
Carl Nota, Customer Service Advisor (Protect team)
Hollie Martin, Office Manager at our Matrix laboratory in Waltham Abbey
Sarah Colwill, Head of Customer Services
Linda Burke, Screening Nurse
We’ve been continuing to make a difference in our communities.
MAY
In May, we issued our second round of Community Impact Grants, along with a number of special one-off donations, to charities and community groups supported by Medigold employees. Among the beneficiaries were Barnards Green Cricket Club, South Yorkshire MS Therapy Centre and the Scottish Association for Marine Science (SAMS).
JULY
Our Marketing Executive, Oliwia Zakrzewska, completing a training hike and half way up her ascent for her sponsored climb to the summit of Sierra de Guadarrama in Spain in June - our grant gave a boost to her fundraising efforts in aid of SAMS.
For our third CIP Giving Window, which opened in July in support of the Trussell Trust and their fight to end food poverty, we asked our employees to nominate a local food bank to receive a grant. We’ll be reporting back on where our gifts are going in the next issue!
JUNE
A summer of team building…
June saw our Occupational Health technicians gather in Milton Keynes and Sheffield for our annual Health Surveillance Conference roadshow. As well as being an opportunity to review all the latest regulatory changes and ensure our techs are up to date on industry best practice, the conferences are also a chance for this largely remote team to come together to connect in person, get to know their colleagues a bit better and share experiences and learnings. It was once again a huge success, and we can’t wait to see everyone again next year!
...and transformations
MAY
Back in May, we were excited to launch our new Clinical Insights Team. Created to allow us to dedicate even greater focus to a key area of our operations—managing our clinical resource the team have already had a really positive impact, enabling us to more effectively optimise our clinicians’ time and expertise and make big strides in improving our service to customers.
JULY
Another big team change took place in July as we reached a major milestone in our Customer Service Transformation Project with the go-live of our new CS structure. This saw members of our Project Team travel up to welcome our new Customer Support and Telephony Teams back into our Sheffield offices, and it was great to see everyone getting settled into their new workspace, catching up with colleagues and making the most of the bright and airy onsite facilities.
Celebrating the remarkable talent within our OHP team
AUGUST
AUGUST
IT’s all change
In August, we welcomed Andrew Kirby as our new Chief Information Officer. Having spent the last 12 years developing innovative products for the Primary Care EMR and Clinical Diagnostics markets, Andrew brings with him a wealth of experience in the software industry and an extensive background in applying modern software technologies to create market-leading solutions, making him an excellent fit for Medigold.
“I’m very excited to have joined Medigold Health. It’s a privilege to be part of a business that continues to develop cutting-edge solutions for its employees and customers using modern cloud, analytics and AI technologies. I’m looking forward to working with everyone here and leading the team to continue delivering innovative products and services.”
Andrew will be taking over the reins from our previous CIO, Steve Way, to whom we bid a fond farewell in September as he left to start his next adventure after 26 years in the OH industry.
In August, we saw our esteemed physician Dr. Sam Valanejad appointed to the position of Chief Medical Officer, having served as our Deputy CMO for the past 12 months. On announcing his promotion, our CEO, Alex Goldsmith, described Dr Valanejad as the pe lead our team and drive our clinical services forward, citing his dedication, passion, collaborative spirit and commitment to innovation and excellence.
“Medigold has felt like a second family to me, thanks to the incredible support and camaraderie ingrained in the company ’ s culture. As I embark on this exciting journey, I’m looking forward to collaborating with everyone here and continuing to build on our legacy of excellence and innovation as we strive to achieve our goal of providing the best OH service in the country.” – Dr Valanejad
SEPTEMBER
Last month, two of Medigold’s OHPs, Dr Jacqueline Thompson, our Medical Director for Pensions, and Dr Mani Khan, our Medical Director for Transport, were elected as Fellows of the Faculty of Occupational Medicine (FFOM) following their recent applications.
The FOM is the professional and educational body for occupational medicine in the UK, and as a charity, it is committed to improving health at work and ensuring the highest standards of OH practice. The election of Fellowship is the FOM’s way of recognising those doctors who have made a particularly significant contribution to the practice of occupational medicine or the work of the faculty and is therefore an exceptional achievement. We could not be prouder of Jacqueline and Mani, and we wish them both our huge congratulations on their thoroughly deserved awards.
Jacqueline and Mani at the FOM award ceremony at the Royal College of Physicians in London on 26th September.
How to start a conversation about mental health in the workplace
World Mental Health Day is taking place on 10th October, and this year the theme is around prioritising mental health in the workplace.
Mental health: still a workplace taboo?
Unfortunately, despite 1 in 4 people experiencing mental health issues each year, many of us still find it a challenging subject to talk about. Indeed, research has shown that 45% of employees would speak to no one at work about their mental health [1].
There are numerous reasons why people may not find it easy to open up about how they’re feeling. They might be nervous about what colleagues will think, worry about being perceived as less capable or be concerned about negative attitudes and discrimination.
But not being able to talk openly about mental health at work can be hugely detrimental to employee wellbeing and stop people reaching out for the support they need.
Why is it important to talk about mental health at work?
A 2022 study revealed that 67% of professionals are experiencing stress at moderate to high levels, 60% of employees feel anxious and 56% are experiencing symptoms of depression. Notably, these statistics may not even capture the entire picture, as they potentially overlook individuals who are struggling with their mental health in silence.
Given the impact that poor mental health can have on our wellbeing and our ability to perform at work, the need for greater awareness and support in the workplace is clear.
One of the first steps towards creating a more positive mental health culture is simply to start conversations about mental health among your team. While this may seem daunting, there are a few simple ways to make it easier and more comfortable for everyone.
Here are our top tips for starting a conversation about mental health in your workplace!
Ask them how they are
Starting a conversation with someone can be as simple as asking, “How are you?” You could do this in person, on the phone, or even via text or a messaging platform (which might make some people feel more comfortable). Make sure you have the time to have a conversation when you ask, and ask in a genuine and caring manner to help put them at ease and create a safe space for them to express their feelings.
Practice active listening
Active listening is a crucial skill in mental health conversations. Giving someone your full attention, making eye contact and being fully present are more likely to make someone feel comfortable when opening up. Additionally, reflecting on what they've shared reinforces that you are genuinely engaged. It’s also important to be aware of behaviours that can hinder effective communication. Interrupting someone mid-sentence can send a message that their thoughts are not valued or that you're not interested in what they have to say. Similarly, checking your phone or other devices can make the other person feel disregarded and unheard, as it suggests their concerns are not your priority. Changing the subject can also give the impression that their issues are trivial or not worthy of attention, potentially discouraging them from being open in future discussions.
Being mindful of these actions can help you to maintain a supportive and understanding communication environment.
Use open questions
Open-ended questions are questions that prompt more than a simple "yes" or "no" response. They invite individuals to share their thoughts, feelings and experiences and encourage a more meaningful dialogue, so you can gain a deeper understanding of their mental health journey.
Some examples of open-ended questions you could use are:
How have you been feeling lately?
What’s been on your mind lately that you'd like to talk about?
What experiences or challenges have you encountered in the past few days or weeks that you’d like to share?
What aspects of your life are currently bringing you joy or causing stress?
How are you coping with the various demands and pressures in your life right now?
What support or assistance do you think might be helpful in your current situation?
Don’t jump to offer solutions
Try to refrain from immediately offering solutions. While the intention may be to help, jumping to solutions too quickly may feel dismissive, so try and focus on understanding what the person is going through before discussing possible actions. Sometimes, people simply need someone to listen to them and acknowledge their feelings.
Educate yourself
If you don’t feel confident in starting a conversation about mental health or are unsure about the symptoms that may indicate someone is struggling, you might find it helpful to do some research. This can give you a better understanding of what signs to look out for and equip you to approach conversations with more knowledge and sensitivity. Having a list of resources and support organisations that you can signpost someone to (or use yourself!) is also important.
Be patient and compassionate
Sometime, a person may not be ready to talk about their feelings when you first initiate the conversation. If this is the case, don’t worry, and don’t pressure them; simply asking how they are shows that you care and makes it more likely that they'll open up in future.
Be patient, and don't give up after the first try. Keep checking in with them, and if they’re still reluctant to talk, send a caring message to let them know you're there for them if they need you.
How can Medigold help?
If you’re exploring how you can better support mental health in your organisation, our friendly team are here to help. We offer a diverse range of services, from mental health training, awareness programmes and toolkits to Employee Assistance Programmes (EAPs) and management referral services. These solutions provide you and your people with access to expert medical and wellbeing advice from qualified professionals to help your employees stay well and help you support them effectively.
If you’d like to find out more, get in touch below.
Get in touch
Supporting and raising awareness of breast cancer in the workplace
Breast cancer and work
In the UK, approximately 13,200 people of working age are diagnosed with breast cancer each year [1].
77% of women with breast cancer believe that working supports their recovery a view shared by 92% of healthcare providers citing reasons including personal fulfilment and a desire to maintain a sense of normality [2]. However, without adequate workplace support, the impact of breast cancer can significantly hinder a person’s ability to work effectively.
Breast cancer is, unfortunately, very common. In their lifetime, 1 in 7 UK females will be diagnosed with it, and the impact of this diagnosis, on their mental health, relationships, personal life and work, can be devastating.
With October being Breast Cancer Awareness Month, it’s an ideal time to ensure your teams are confident supporting those who are affected by breast cancer in your workplace.
The side effects of treatments such as surgery, chemotherapy and radiotherapy, coupled with the stress and emotional strain of a cancer diagnosis, can impact concentration, productivity and overall mental health and wellbeing. Frequent medical appointments and treatment schedules can also disrupt work routines, leading to increased absence.
Unfortunately, there seems to be a lack of awareness around breast cancer issues in the workplace, with a significant communication gap between patients, healthcare providers and employers. While 73% of employers claim to offer support such as flexible hours and schedule adjustments, only 22% of women with a diagnosis are aware that such accommodations are available.
Moreover, a study from the Cancer Experience Registry revealed that nearly 50% of women who left their jobs after a cancer diagnosis did not do so by choice, while 20% reported some kind of job discrimination and 12% experienced “involuntary changes to their work schedules” .
[1] Breast cancer statistics | Cancer Research UK [2] Breast Cancer in the Workplace | Pfizer
What employers can do to help
Given the high prevalence of breast cancer, it’s crucial for employers to do more to raise awareness and support their employees’ health in the workplace.
A good place to start is by implementing educational programmes and awareness campaigns on risk factors and the importance of early detection, or providing clear and regular signposting to specific support services such as Breast Cancer Now, which provides a wide range of resources and information. You may even want to consider offering screening.
Staff training will ensure managers and colleagues understand the physical, emotional and mental health impact that a diagnosis of breast cancer can have. Providing tailored adjustments, such as flexible hours and remote work options, is also vital for helping employees going through cancer to manage their health while maintaining their professional roles.
Additionally, providing paid leave for medical appointments and recovery time from treatments will help to reduce the financial burden on employees already having to cope with the stress of health worries.
If you need guidance on how to effectively support employees following a breast cancer diagnosis and the practical help you can offer to enable them to balance their health needs with their professional responsibilities, please reach out to us.
You can get in touch by clicking the button below.
Get in touch
The Learning l p
Creating a safer workplace: Promoting suicide awareness and support
Suicide is a global crisis and much more common than people think.
A staggering 1 in 5 of us experience suicidal thoughts, while 1 in 15 people attempt suicide in their lifetime [1], with each death having a profound impact on families and communities.
With World Suicide Prevention Day having just taken place and 10th October marking World Mental Health Day, now is the perfect time to take action by starting conversations and raising awareness about how we can all play a part in helping to reduce the number of lives lost to suicide.
Welcome to the Learning Loop! This new, regular feature is brought to you by our Training & Consultancy Team, the expert team behind Medigold’s training programmes, open courses and popular webinar series.
In every edition, they’ll be exploring some of the key health and wellbeing issues affecting employees in the workplace and providing advice, insights and handy resources to help you and your managers ensure your people have all the support they need to thrive. They’ll also be sharing some of the personal stories and experiences that inspire and motivate them in their work and inform the training they provide.
Trigger Warning: This article contains references to suicide ideation and suicide attempts which some readers may find distressing. Please take care while reading.
Suicide and its prevalence in the workplace
Suicide is a leading cause of death globally and as many as 10% of all suicides each year are work-related [2].
There are certain industries where suicide rates tend to be much higher female nurses are 24% more likely to die by suicide than the national average for women, and men working in construction have a suicide risk three times higher than the male average.
Given these alarming statistics, it is essential for employers to take a proactive stance in addressing and mitigating the risks and preventing such tragic events.
Suicide prevention at work
Discussing sensitive topics like suicide can be challenging, and it's not uncommon for managers to feel uncertain about how to support their teams effectively. However, in view of the fact that around 15% of people face mental health problems in the workplace and 9% of employees experience thoughts of suicide or self-harm [3], it is vital for employers to actively engage with their employees on these subjects and provide effective support.
“Work that is interesting and fulfilling is good for mental health, but a negative working environment or work-related stressors can lead to physical and mental health problems. It is important for employers and others in positions of responsibility in the workplace to put in place measures to promote the good mental health of their employees, and to have a plan for supporting employees and colleagues with mental health conditions or who may be at risk of suicide.
The World Health Organisation
What you can do to help
Encourage open discussions about mental and physical health at work. This will help staff feel more comfortable approaching management or HR with concerns.
Provide mental health training to equip managers with the skills and tools to be able to recognise and address mental health issues within their teams.
Supply resources and details of support services to support and empower employees to look after their own mental health.
Develop a suicide prevention policy to ensure clear protocols are in place for handling concerns about an employee's wellbeing.
Identify and take steps to reduce any work-related stressors that could negatively impact mental health.
Look out for signs of poor mental health, such as mood changes, sleep issues, low energy, concentration problems, poor performance, social withdrawal, reckless behaviour or increased substance misuse. If you notice these signs in somebody, approach the person with empathy or inform a supervisor, family member or friend and encourage them to seek help from a GP, counselling service or other recognised support organisation.
Keen to improve the mental wellbeing of your workforce? We are here to help!
Medigold Health offer a wide range of mental health support services and training programmes to ensure your people are confident and well-equipped to deal sensitively and professionally with those experiencing mental health concerns. We also run courses on suicide first aid and supporting mental health in the workplace. To find out more, click the button below.
Find out more
Did you miss our webinar?
If you’d like to learn more, click the link on the right to catch up on our recent webinar, Breaking the silence: Understanding and preventing suicide in the workplace, in which our Mental Health Trainers Barrie Norman Jnr and Alice Gibson explore:
Facts and figures about suicide
What is suicide?
Signs and symptoms of someone who might have thoughts of suicide
What to say and what not to say
Crisis management and immediate actions
How to equip your people with the knowledge and tools to support their own and others’ mental health
Services and resources available
Watch and share now!
The courses that were delivered by Barrie were fun, engaging, open to interaction and extremely informative We had a really good team-building day, and it really felt as though everyone left the sessions feeling more equipped regarding mental health and suicide, which was an area that has been quite taboo in our area of work.
He successfully turned around a reluctant group, and by the end of the session, we were eager to rebook him for further training!
Danielle, learner who attended our Mental Wellbeing in the Workplace face-to-face course
Barrie Norman Jnr
Operational Lead
Training & Consultancy Team
Breaking the silence: My journey through a suicide attempt
Barrie moved into the field of workplace training and consultancy after a distinguished career in the military and has been the Operational Lead for our Training & Consultancy department for eight years now. In this role, he oversees and coordinates the delivery of our suite of training solutions, supporting the team and ensuring a smooth, high-quality service for our customers. As a qualified trainer in disability and mental health, he also directly delivers a number of our programmes.
Here, he gives an account of his own mental health experience, something which he draws on to enhance the training and learning experience he provides for the people attending our courses.
The struggle with mental health is often described as an invisible battle, one that many people fight silently every day. For too long, society has stigmatised mental health, discouraging people from having open discussions and seeking help. I know this battle all too well, as my journey through poor mental health led to my own suicide attempt. Today, I want to share my story in the hope that it will encourage others to speak up and seek help, and ultimately help promote a culture of understanding and support.
The silent struggle
For several years, I lived with the constant pressure of meeting expectations - both my own and those imposed by society. From the outside, everything seemed fine. I had a successful military career, a supportive network of family and friends and a seemingly bright future. But internally, I was drowning in a sea of anxiety, depression and self-doubt.
The stigma surrounding mental health made it difficult for me to admit that something was wrong. I felt ashamed and isolated, believing that acknowledging my struggles would be seen as a sign of weakness. This silence only intensified my feelings of hopelessness.
The breaking point
The turning point came during a particularly dark period when the weight of my poor mental health became unbearable. I’d reached a point where I could no longer see a way out, and in a moment of perceived clarity, the only solution was for me not to be here. I didn’t want to die; I wanted the pain and suffering to end. My death would just be a byproduct of the outcome of peace.
However, things did not go to plan. At that time, I would say I failed at taking my own life, but today, I say I was successful at living.
Surviving that attempt was both a sobering and transformative experience. It forced me to confront the reality of my poor mental health and the urgent need for change - not just within myself, but in how society as a whole views and handles mental health.
The road to recovery
Recovery was not an overnight process. It involved therapy, medication and a complete overhaul of how I approached my mental wellbeing. I began to understand the importance of self-care, of challenging toxic masculinity stereotypes, of breaking down and setting boundaries and seeking support. More importantly, I learnt that vulnerability is not a weakness but a strength.
Sharing my story is a crucial step in my recovery. The support and understanding I receive from those I share it with plays a significant role in helping me to heal. It also makes me realise that open conversations about mental health can save lives.
Creating a safer tomorrow
Today, as someone who has walked through the darkness, I am committed to breaking the silence surrounding mental health and suicide.
My journey through mental health struggles and a suicide attempt has taught me the importance of compassion, understanding and support. We must work together to dismantle the stigma surrounding mental health and create a society where everyone feels empowered to seek help.
If you or someone you know is struggling, please reach out for support.
You are not alone, and there is hope.
By sharing our stories and working to create a culture of openness and support, we can save lives and build a healthier, more compassionate world.
Our services under the spotlight
What is Health Surveillance, and does my business need it?
1.8 million UK workers are currently suffering from new or long-standing workrelated ill health issues [1]. As an employer, it is crucial that you take measures to prevent any adverse impact of work on the health of your workforce. Depending on the work your employees do, health surveillance could be a key part of that and may also be a legal requirement.
What
is health surveillance?
As with all occupational health and wellbeing services, health surveillance is there to protect and promote the health and safety of your employees.
It is a system of ongoing health checks that enables you to monitor the impact of exposure to workplace hazards on your employees’ health over time. This means that if ill-health effects are detected, you can take action to prevent them from worsening and reduce future risk.
When is health surveillance required?
Health surveillance is typically required in industries and workplaces where there is a risk to employees' health due to exposure to specific hazards or working conditions, such as in construction, manufacturing, engineering and energy production, and in laboratories and certain healthcare settings.
These hazards may include:
Exposure to hazardous substances such as chemicals, dust, fumes or biological agents, which can pose a risk of infection or respiratory or skin disease.
Exposure to high noise or vibration levels, which can impact on hearing or on vascular, neurological and musculoskeletal health.
Exposure to radiation, which can result in life-threatening illnesses.
A staggering 12,000 lung disease deaths each year are estimated to be linked to past exposures to respiratory hazards at work, such as asbestos, silica or other airborne contaminants.
Health and SafetyExecutive
Your risk assessment will help you determine whether you need health surveillance in your workplace.
[1] Work-related ill health and occupational disease in Great Britain | HSE
What are the benefits of health surveillance?
Other health checks that you may need to consider
How can Medigold Health support your health surveillance requirements?
Early detection and risk mitigation
Health surveillance is a proactive approach to monitoring employee health and helps you to identify issues early, allowing you to make timely interventions to protect your employees and refine future safety policies and training to reduce risk.
Regulatory compliance
It ensures adherence to occupational health and safety regulations and legal monitoring requirements.
Enhanced wellbeing and productivity
It demonstrates a commitment to looking after employee health. This can help staff to feel valued, boost employee satisfaction and foster a supportive workplace culture, leading to higher productivity and better business success.
Reduced absence and recruitment costs
Effective health surveillance can help minimise occupational illness, reduce sickness absence and healthcare costs and improve employee retention. Thus, it reduces recruitment and training expenses and helps you retain skills in your workforce.
Fit to Work medicals
In addition to health surveillance, employers often conduct Fit to Work medicals for individuals in safety-critical roles, such as those working at heights, in confined spaces or with heavy machinery. These checks help ensure that employees are fit to perform their duties safely, without risk to either themselves or others, and while they are not always legally required, they may be necessary under industry regulations or best practice.
Night worker assessments
Employers are required to offer periodic health assessments for night workers, as defined by the Working Time Regulations 1998. These checks ensure that night shifts aren't negatively impacting employees' health and will typically assess working hours, rest breaks and overall wellbeing.
At Medigold, we offer comprehensive health and medical surveillance services, including:
Health surveillance checks –audiometric and respiratory function testing, HAVS assessments and dermatological checks for employees who are exposed to noise, hazardous substances (e.g. solvents, dust and fumes) or vibration while at work.
Statutory medical surveillance and biological monitoring – for employees working with ionising radiation, asbestos, lead and certain other high-hazard substances.
We also provide a range of employee screening assessments, including:
Night worker screening
Fit to Work medicals - for employees working in safety-critical roles at height, in confined spaces, trackside or operating site vehicles or heavy plant machinery.
General health screening - BMI, blood pressure, urinalysis, and musculoskeletal and vision checks.
Regular exposure to vibration from hand- heldtools or vibratingequipmentcan cause severalkinds ofinjury to the hands andarms and can causepermanentdamage. Itis estimated thatup to 300,000 working days are lost eachyear in the UKdue to hand-arm disability-relatedabsences.
HealthandSafety Executive
If you’d like to learn how
Medigold can support with your health surveillance needs, simply follow the link below to arrange a chat with our friendly team!
Get in touch
A pain in the brain: Dealing with migraines at
work
Migraines are a widespread and often invisible health challenge that many professionals face. Whether you're a line manager, supervisor, team leader or small business owner, chances are you've worked with someone who experiences them—even if they haven't mentioned it.
With an estimated 23.3% of adults aged 1569 in the UK experiencing migraines and around 86 million workdays lost each year due to migraine-related absences and presenteeism (where someone is at work but can’t perform at their best), it’s safe to say that the impact on the workplace is huge.
Here, we share some practical tips for how you can better support employees who suffer from migraines in your organisation and help them to manage this debilitating condition at work.
What is a migraine?
A migraine is a type of headache characterised by intense, throbbing pain, often on one side of the head. It can be accompanied by other symptoms such as nausea, vomiting and sensitivity to light and sound and may last from a few hours to several days.
Migraines can significantly impact a person’s quality of life, and more than 90% of people who live with the condition say they can’t function well enough to work during a migraine attack.
However, with proper management and treatment, many individuals affected by migraines do find relief and can lead normal, productive lives.
Migraines in the workplace
In the UK, migraines impact one in seven individuals, and according to research by the National Migraine Centre, more than 50% of those suffering from chronic migraines feel that their employer does not provide adequate support. The clinic’s research also showed that 25% of sufferers had to change careers and 16% lost their job because of migraines or headaches, while 97% of respondents worked while in pain caused by headaches.
The effects of migraines and headaches on work are often overlooked, underestimated and misunderstood by employers, with many sufferers downplaying their symptoms to avoid jeopardising their job security, which only adds to their stress and discomfort.
It’s clear that there’s a real need for greater awareness and understanding of migraines in the workplace. By recognising the challenges that migraine sufferers face and offering better support, employers can make a huge difference to the wellbeing and productivity of their teams.
Creating a migraine friendly workplace
For most people with migraines, the condition shouldn’t prevent them from finding and keeping a job. However, there may be instances where it has an unavoidable impact at work.
Here, we outline some general considerations for employers looking to provide better support for employees who experience migraines.
Accommodate flexible or remote working to allow them to manage migraine triggers and symptoms.
Provide quiet, dimly lit areas where they can go if they experience a migraine at work.
Ensure workstations are ergonomically designed to reduce eye and muscle strain and prevent headaches.
Maintain good ventilation - dry and stuffy environments can sometimes trigger migraines.
Hold regular one-on-one meetings to discuss employees' needs and limitations.
Support and encourage employees to manage their health with regular rest breaks, healthy eating, good sleep and stress relief practices.
Offer access to specialised health resources and support services, like occupational health consultations.
Depending on their severity and frequency, migraines may be classed as a disability under the Equality Act, meaning that employers have a responsibility to make reasonable adjustments to support the employee.
Another thing to consider is implementing a specific migraine policy. While many employers already have policies for managing sickness absence, migraines can be unpredictable and significantly impact an employee's absence record, especially if they have to have several short-term absences.
In summary, a few well-considered workplace adjustments, combined with supportive management and a positive work environment, can significantly reduce migraine-related challenges while helping to foster a more inclusive workplace for everyone.
Click the button below to download our FREE 10 ways to manage your migraine in the workplace handout.
People are at the heart of everything we do L M
A day in the life...
...of our OH Technicians
In this new series, we catch up with some of the superhero colleagues on the front line of delivering Medigold’s OH services to our customers, to find out how they came to do what they do, discover what they get up to on the daily and learn what drives them, both in and out of work.
We’re kicking things off by introducing two of our Occupational Health Technicians (OHTs) who, as part of our Mobile Operations Team, play a key role in delivering our health surveillance and employee screening services, including fit to work medicals and health promotion activities. Let’s meet them!
How did you get into the role of being an OH Technician and how did you come to join Medigold Health?
I became an OHT after developing a strong interest in working with people and promoting health and wellbeing in the workplace. My journey into the field began after completing training in occupational health, which led me to my role at Medigold Health. I was drawn to Medigold because of its reputation for providing quality services and its commitment to improving workplace health standards, and since joining I’ve really enjoyed contributing to this mission.
Can you provide an overview of your role and how you work with our customers?
My role involves working closely with our customers to ensure that health surveillance and fitness for work medicals are conducted efficiently. I visit client sites to carry out health checks for their employees, communicating with our site contacts to coordinate and ensure the smooth set up and running of my clinics. I always strive to work with integrity, accountability and sensitivity towards the feelings and information shared by the employees I see.
First up, we talk to Ndumiso Ngwenyama, who’s been with Medigold since July 2023.
What does a typical day look like for you?
A typical day for me starts with organising the clinic space, setting up the necessary equipment, reviewing the schedule of employees to be seen and liaising with the site contact about any updates, changes or concerns. When conducting my clinic appointments, I begin by welcoming each employee, introducing myself, explaining the process and then carrying out various health assessments, such as hearing checks, lung function tests and vision assessments. I also keep in touch with the allocated HSRO (Health Surveillance Review Officer), one of a team of senior OH Advisors and Screening Nurses who is always available if I have queries and need advice or clarification. I ensure all checks are done according to our health surveillance guidelines and that the results are accurately recorded, while maintaining confidentiality at all times.
What do you enjoy most about your role and working for Medigold Health?
The thing I enjoy most about my role is the satisfaction of knowing that my work helps prevent potential health risks and promotes a safer, healthier work environment.
Working for Medigold is incredibly rewarding. There’s such a supportive and collaborative environment, which allows me to thrive professionally. The sense of teamwork is strong; if any challenges arise, my colleagues are always willing to lend a hand, sharing their insights and helping with problem-solving. Medigold also offers excellent training, which has helped me to continuously develop my skills and stay up to date with the latest in occupational health practices. Within the OHT team, and the company in general, there’s very much an open, solution-oriented approach, so when issues do come up, you’re not afraid to seek help, meaning we can address concerns efficiently while always maintaining a high-quality service for our clients.
Are
there
any stand-out moments from your career?
One of the proudest moments in my career was receiving positive feedback from a site in Great Yarmouth, where my work made a significant impact on both the employees and the company. Knowing that my efforts in conducting thorough health assessments and ensuring workplace safety were appreciated reaffirmed my passion for this field. This feedback, combined with my growing interest in health and safety, has inspired me to take my career further by enrolling in studies for Occupational Health & Safety, a step that reflects my commitment to continuous learning and improving my skills to better support the health and wellbeing of workers.
Finally, what do you enjoy doing outside of work?
Outside of work, I love travelling and spending time outdoors, especially taking long walks, which allows me to unwind. I enjoy watching football and am a keen Arsenal fan. I also value spending time with my family - it helps me maintain a healthy work-life balance and recharges me for the week ahead.
Thanks so much for talking to us, Ndumiso! It’s great to hear about your passion for your role and how much your work with Medigold has inspired you to progress in your OH career - we wish you all the best with your studies!
Chris Moore
Next up, we chat to Chris Moore, who’s been with Medigold for three years.
How did you get into the role of being an OH Technician and how did you come to join Medigold Health?
I’ve worked in Health & Safety since 2011, originally on the reporting and statistics side of things. One day, while working for my previous employer, I got the opportunity to support with running a ‘Know your numbers’ wellbeing day, which included performing blood pressure, BMI and waist-hip ratio checks for employees of the company. I really enjoyed the day - I have a strong interest in health, and interacting with other people and equipping them with information that I knew would help them make positive lifestyle changes that would benefit their wellbeing gave me a real buzz. It was much more enjoyable and satisfying than my day job of looking at spreadsheets! And it really sparked my interest in pursuing a full time Occupational Health Technician role. Later, in the autumn of 2014, while I was still working for the same company, I saw an internal job advertisement for exactly that role, which of course I jumped on. I applied, was successful and the rest, as they say, is history! I remained doing that OHT role with the same company until the end of 2020, during which time I undertook a part time Occupational Health Diploma in South Wales. I joined Medigold Health as an OHT in the summer of 2021.
Can you provide an overview of your role and the work you do with our customers?
I drive one of Medigold’s mobile van units. It’s essentially an office on wheels that I use to travel to clients’ sites around the region where I’m based to carry out clinics. I feel that as technicians, we, like our clinicians, are very much the face of Medigold; we’re responsible for delivering the essential services the business provides, interacting directly with our customers and working closely with them to help monitor, protect and promote their employees’ health.
Can you provide an overview of your role and the work you do with our customers? (cont’d)
Within our clinics, we provide a whole range of health checks, all based around the customer’s specific requirements. These will be driven by their health and safety risk assessments and the hazards their employees are exposed to in their day-to-day work. We conduct various types of health surveillance, such as full hearing tests and lungfunction checks, and compare the outcomes to the results of previous assessments. This allows us to monitor an employee’s health over time to ensure that this is not being impacted by things like high noise levels or exposure to hazardous substances. We also carry out fit to work medicals to ensure employees are fit to perform higher risk roles where safety is paramount. These assessments typically include checks of an employee’s hearing, vision, mobility and balance, and respiratory fitness and screening of their general health. Another service we deliver as technicians are wellbeing days. These are effectively ‘know your numbers’ type checks where we check employees’ blood pressure, height and weight (for BMI), and waist-hip ratios to assess their risk of conditions like heart disease or diabetes. Sometimes we also undertake urinalysis, again mainly to check for the presence of glucose (sugar) in the urine, which could indicate diabetes. Based on the results of these checks, we can provide employees with general lifestyle advice for how they can reduce their health risks. With all assessments, if there are any abnormalities, we’ll advise the employee to see their doctor so that they can get checked out as early as possible in case further investigation or treatment is needed, and where necessary we’ll refer their results to one of our senior clinicians.
What does a typical day look like for you?
Our Mobile Operations (MOPS) Team coordinate all our client site visits, so I’ll receive an email from them in advance with all the information I need for the clinic, including where I need to go, who I need to report to when I arrive and the schedule, i.e. which employees I’ll be seeing, their appointment times and the health surveillance or type of medical they require. I’ll usually get to the site around 30-40 minutes before the start of the clinic, and on arrival I’ll phone the site contact to check parking arrangements (especially if I’m working in the mobile unit, rather than a room on-site) and whether I need to sign in at reception. Once parked up, if I’m doing hearing checks that day, my first job is to perform a noise level check in the audio booth. We need to ensure the ambient noise is below a certain level so as not to affect the accuracy of the testing, so if noise levels are over the threshold I’ll try and arrange alternative parking in a quieter area. Then it’s time to set up all the other equipment. I perform daily checks on the hearing and lung function equipment to ensure everything is working correctly. I will also perform a ‘lone person risk assessment’ if I’m at a new site, to check all is well in regards to health and safety. Once that’s all done, I’m good to start the clinic!
What’s the best thing about being an OHT and working for Medigold Health?
I really enjoy the variety of the work, which keeps the role fresh and interesting. Even now, just over three years into working for Medigold, I’m still visiting new sites every week. This can be challenging as different clients have different needs, so you have to stay on your toes, but it’s also really stimulating and fulfilling – I never get bored! With Medigold, I feel it’s very much like a big family. Everyone I work with is so friendly and supportive of one another, which makes for a very happy working environment.
What moments in your career are you most proud of?
A stand-out moment was obtaining my OH qualification for my specific role in December 2017 – that was very satisfying. I was so proud wearing my gown and cap at my official graduation.
I’ve also really enjoyed being trained in and performing rail medicals for one of our clients who operates and maintains a major rail network in London. These are bit more involved and include carrying out drug and alcohol testing, which not all OHTs get the opportunity to do.
I also love the relationship I’m able to build with clients. Quite often, after I’ve been at a client’s site for a few days, they will ask specifically for my availability to come back again, which is encouraging. It’s nice to know I’ve made a difference and delivered a good customer experience.
Lastly,
what do you enjoy getting up to outside of
work?
I’m a sporty person and really into health and fitness, and my hobbies include cycling, swimming and the gym. I’m also a bit of car enthusiast and a member of a car club. I love driving and attending motorsport events, and last summer I embarked on a 2000-mile continental road trip. I’m a dog lover too, and when I have a spare moment (!), I really enjoy spending time with our dog Max (a Parson Russel Terrier), exploring the countryside, discovering new places and spotting wildlife.
Wow! Thanks, Chris, for giving us such a comprehensive insight into your role! Once again, your passion for what you do and your commitment to your clients and to supporting employee health and wellbeing shines through. We’re very lucky to have you both on the team!
How to improve health and wellbeing in the workplace
What is workplace wellbeing?
The NICE guidelines state: “Health relates to a person's physical or mental condition. Wellbeing is the subjective state of being healthy, happy, contented, comfortable and satisfied with one's quality of life. Mental wellbeing relates to a person's emotional and psychological wellbeing.” [1]
Workplace wellbeing has become an extremely hot topic in recent years, and seeing as we spend onethird of our lifetime in work, it’s important that our working environment is as positive and healthy as possible.
But what exactly is workplace health and wellbeing, and why is it so important to get right?
Workplace wellbeing, then, can be defined as the overall mental and physical health and happiness of an organisation's employees and applies to all aspects of working life. Good workplace wellbeing can be achieved through a combination of an optimal work environment (quality and safety of the physical environment, manageable workload) alongside a positive, supportive company culture (career progression, supportive leadership, flexibility when needed), which together allow people to thrive, both individually and collectively.
Does worker wellbeing affect workplace performance?
The average employee spends about a fifth of their time at work feeling unhappy, with ramifications including:
Presenteeism (employees being present at work despite being unwell and unable to fulfil their duties)
Absenteeism (employees being absent from work without a legitimate reason)
Leavism (employees using annual leave or rest days to catch up on work)
Increased mental and physical health issues
Reduced productivity
Higher staff turnover
Not only can these factors have a damaging effect on individuals' health and wellbeing, increasing the risk of work-related stress and other common mental health issues, they can also spell problems for an organisation's overall performance and success.
[1] Healthy workplaces: improving employee mental and physical health and wellbeing (nice.org.uk)
Why is wellbeing important in the workplace?
We've already highlighted the potential impact of failing to prioritise workplace wellbeing. Now let's look at some of the benefits businesses can reap by putting employee health and wellbeing at the top of their agenda.
Increased productivity
Ensuring employees feel well and have a positive working environment makes them more likely to collaborate and feel safe to share their ideas, not to mention less likely to take time off. Studies show that addressing workplace wellbeing increases productivity by as much as 17%. [2]
Increased job satisfaction and employee retention
A supportive and positive organisational culture increases job satisfaction among employees, meaning they are more likely to remain loyal to the company. This can help to increase employee retention which, in turn, creates a more stable and reliable workforce and means you have to spend less on hiring and onboarding new recruits.
Decreased absenteeism and sickness absence
Employee absence can cause a ripple effect throughout the workplace, resulting in disruption and reduced productivity levels and placing additional stress on colleagues, all of which can impact the stability of your organisation.
With work-related stress, anxiety or depression accounting for a shocking 55% of all working days lost due to ill health in 2021 [3], the returns of investing more in looking after employee health wellbeing are clear.
Reduced levels of burnout
Burnout is a syndrome resulting from chronic workplace stress. It is characterised by three elements:
Feelings of energy depletion or exhaustion
Increased mental distance from one’s job
Feelings of negativity related to one's job and reduced professional efficacy.
Burnout can have disastrous consequences for individuals and businesses; taking a proactive approach to prevent it could transform your organisation.
Results from a Visier survey in the US showed that 89% of employees experienced burnout over the past year (with ‘being asked to take on more work’ being the biggest burnout contributor) and 70% of employees would leave their organisation for a different employer offering resources to reduce burnout. [4]
Better working relationships and company culture
Feeling valued within an organisation fosters positive relationships and company loyalty and contributes to building a strong company culture, thus creating a better work environment for all. This can help to advance your brand and reputation, giving you a significant advantage over competitors.
What workplace wellbeing initiatives can you implement to improve the success of your company?
Encourage a good work-life balance
Remote working and continuing technological advancements are making it harder for employees to switch off.
Although overtime is bound to be needed occasionally, it is important to cultivate an environment where employees are encouraged to take the breaks they need, can finish at a reasonable hour and are not contacted outside of work hours unless absolutely necessary.
In addition, regularly reviewing workloads and offering a flexible working policy allows employees the chance to better balance their workload with any disabilities or mental and physical health conditions they may have, which can help to reduce presenteeism.
Research shows that 81% of employees place importance and value on flexible working. They want to be trusted to manage when, where and how they work [5].
Provide mental health resources for employees
Deloitte research reports that for every £1m spent by employers on mental health interventions, they get £5m back in reduced absence, presenteeism and staff turnover [6].
Consider how you can support better mental health within your organisation and what resources or training you could provide to equip people with the knowledge and skills they need to take charge of their own wellbeing. Medigold offer a number of services and training programmes designed to help you create a more proactive, preventative culture, including:
Wellbeing and Mental Health Awareness Programmes
Wellbeing Ambassador Programmes
Mental Health First Aider Training
Employee Assistance Programmes
Counselling Services
Wellbeing and Mental Health Strategy
Facilitation
Click here to find out more about our Mental Health Support Services.
Celebrate accomplishments
Celebrating accomplishments plays a large part in job satisfaction and is imperative to keep employees feeling positive, appreciated and proud of the work they do.
Just as important as celebrating big successes, such as promotions and accomplishing large company goals, is giving recognition for smaller, day-to-day achievements, such as:
Work anniversaries
Achievement of smaller, individual goals
An employee:
- learning a new skill
- working particularly hard
- coming up with an innovative, creative suggestion
- handling a difficult situation well Personal, out-of-office achievements.
Create a safe space to foster strong relationships
Communicating wellbeing needs within the workplace can often be challenging. Creating a safe space for employees to be open and voice any concerns they might have can make all the difference.
Regular one-to-one check-ins with managers can allow employees the opportunity to identify any areas of stress which can then be addressed early on. Furthermore, regular team meetings provide the chance for employees to engage with colleagues on a more personal level, resulting in stronger team morale.
Promote a healthy lifestyle
Providing employees with resources and support with lifestyle management is crucial in helping them to live healthily.
Medigold Health offers a range of evidencebased services that you can combine as part of a health and wellbeing strategy, including:
Organisational Wellbeing Profiles
Health and Lifestyle Screening Days
Health Calendars
Lifestyle Consultation Days
Wellbeing Workshops and Webinar Weeks
Health Leadership Training Days Active Spaces.
If you are keen to start investing more in the health and wellbeing of your employees but aren’t sure where to start, Medigold is here to help, so get in touch and start your journey to better workplace wellbeing today!
Get in touch
We hope you enjoyed this issue of The Medigold Memo and that you’ll look forward to the next one! In the meantime, you can stay in the loop with what’s happening across the Medigold Health Group via our social channels.
Interested in learning more about what we can do for your business? Get in touch!
