“The career development provided by PAM Academy is amazing. As soon as a joined, I was told about all the things I could learn and given training and mentoring to move into a senior position.”
Luke, MSK senior clinician, PAM Group
“The training opportunities provided by PAM Academy have enabled me to acquire the clinical best practice needed to progress from joining as an OH nurse to mentoring others.”
Hanna, OH nurse advisor, PAM Group
How To Support An Employee Who Has Had Cancer
Page 4-5
Breaking The Silence: Men's And Women's Health In The Workplace
Page 6-7
What To Expect From An In-Person DSE Assessment
Page 8-9
Know Your Numbers: Why Monitoring Your Health Metrics Matters
Page 10-11
Knowing When To Return To Work
Page 12-13
Rheumatoid Arthritis: Living And Working With An Invisible Challenge
Page 14-15
Here to support you and your people every step of the way
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In the UK, the Princess of Wales is striving to find the right balance following her return to public life after her cancer diagnosis, which sends an important reminder to businesses to consider how employees who have experienced cancer can best be supported.
Not only can the physical and emotional toll of treatment have lasting consequences, but surviving cancer is a life-changing experience that will affect different people differently. Some will find comfort in getting back to their previous routine as soon as possible, while others will be ready to prioritise different things. They may want to scale back work to spend more time with family or learn new skills and progress their career in a new direction.
Only by talking to the individual about how they’re feeling can you get a sense of what’s changed for them and what they want to prioritise going forward. They may also have some longer-term implications following their illness, such as not being able to return to the exact same working arrangements, that need to be understood.
Managers have a key role to play. However, it can be daunting for managers to talk to someone who has been going through cancer treatment if the communication channels haven’t been kept open. They might not know what to say and be afraid to ask about their cancer experience, for fear of seeming intrusive. This can sometimes lead to managers just launching into talk about work with the employee, which can come across as brushing their experience aside. It’s therefore important to give managers the confidence to talk to employees about what they’ve been going through. Encourage managers to actively listen and be comfortable with silence, showing empathy and understanding. This allows the employee to think and process their thought so the manager can get the insights needed to support them.
While it can be tempting and sometimes supportive to share personal insight if the manager has had similar experiences, it’s important to ensure the conversation remains focused on the employee. It’s also important to start the conversation at least three-four weeks before they return.
It’s vital that, when returning to work, people who have experienced cancer have a positive experience. The first week back can often be overwhelming and exhausting, creating a negative feeling that they failed. Or it could cause them to question if they should have come back at all.
Instead, it’s much better to start slowly and build up to ensure positive progress, supporting their confidence and feeling of achievement. If they want to start back on full days, it can be helpful to suggest a slightly slower pace; for example, shorter days or a break day. This can be increased weekly to achieve the desired working pattern.
An occupational health assessment can help to identify what symptoms they might still be struggling with, such as fatigue or muscle weakness, and provide reasonable recommendations for a phased return to help them readjust to working again.
People who have experienced cancer can struggle with issues ranging from trauma, following not knowing if they were going to survive, to anxiety about feeling like they let colleagues or customers down while they were absent.
It can be very helpful to support the employee to meet with colleagues, by dipping into work for a social event or coffee, both during their absence but most beneficially before they return to work. Not only will this get the employee back over the threshold, but re-engaging with colleagues, prior to their first official day back at work, means reconnecting with others, and those first conversations, becomes one less concern.
For individuals who are still struggling with feelings or anxiety linked to navigating their return, or the emotional toll of going through cancer, it can also be useful for them to have some counselling, via the company’s Employee Assistance Programme (EAP) or their GP.
Once the employee is back to work, it’s important to keep up the conversation. How are they feeling, are they being given too much, not enough, what’s the communication been like for them, what are they finding difficult and what’s working well?
Ideally, they should be having weekly check-ins with their manager to discuss the above, and not just work projects or deadlines. It can also be useful to put the employee in touch with any support groups within the organisation or assign a ‘buddy’ if they don’t feel able to talk openly with their manager or would just welcome some peer support.
It’s also important to bear in mind that the employee will have good and bad weeks and their recovery might not follow a linear progression. Only by making them feel safe to take off their ‘I’m fine’ mask and admit how they’re really feeling, can you provide them with the ongoing support needed to fully recover.
Movember is best known for encouraging men to grow moustaches in November, but its mission runs deeper: to tackle the crisis in men’s health. In the UK, men are more likely to suffer from preventable health conditions such as heart disease, type 2 diabetes, and certain cancers, and are three times more likely to die by suicide than women.
A 2024 report by Movember revealed that 64% of men wait more than a week to seek medical help after noticing symptoms, and 39% die prematurely before the age of 75. These statistics reflect a culture where men often feel unable to talk about their health, especially mental wellbeing.
Men are less likely to access psychological therapies than women, and stigma remains a major barrier. The UK Parliament’s 2023 POSTbrief on men’s health highlights that psychological factors, health-seeking behaviours, and social norms all contribute to poorer outcomes for men.
To address this, PAM Wellness offers targeted workshops and webinars such as:
• “What Makes Men Healthy” – exploring both physical and mental wellbeing
• “Reducing the Impact of Toxic Masculinity” - breaking stigma and encouraging open conversations
These sessions foster a culture of early intervention, emotional resilience, and peer support in the workplace.
Movember’s initiatives also encourage men to take action through campaigns like “Move for Mental Health”, where participants walk or run 60km to honour the 60 men lost to suicide every hour globally. Employers can support this by promoting physical activity, offering health checks, and creating safe spaces for men to discuss their wellbeing.
October’s National Menopause Awareness Day brings attention to a life stage that affects millions of working women. With nearly 4 million women aged 45–55 in the UK workforce, menopause is not just a health issue—it’s a workplace one.
Menopause can cause a range of symptoms, including hot flushes, fatigue, anxiety, depression, brain fog, and sleep disturbances. These can significantly affect productivity, confidence, and attendance. A UK government report found that early and severe menopause often leads to reduced hours, increased sick leave, or even early retirement, particularly among women in lower-income roles. Despite this, many women feel uncomfortable discussing menopause at work. Research from Bupa and CIPD shows that almost a million women have left their jobs due to menopausal symptoms, and 17% have considered leaving due to lack of support.
Creating a menopause-friendly workplace doesn’t require sweeping changes. According to guidance from Acas and CIPD, effective strategies include:
Health is a shared responsibility. Employers who invest in gender-specific health support see benefits in employee retention, reduced absenteeism, and enhanced morale.
Whether it’s through Movember-inspired mental health workshops or menopause support programmes, PAM Wellness helps
• Training managers to talk and listen sensitively
• Flexible working arrangements to accommodate symptoms
• Risk assessments to ensure workplace conditions don’t exacerbate symptoms
• Quiet rooms and access to water to support comfort
• Open conversations to reduce stigma and normalise support
To help organisations implement these changes, PAM Wellness offers a comprehensive Menopause Support Service, which includes:
• One-to-one sessions via Teams or phone
• Psychological and emotional support for perimenopausal and menopausal individuals
• Strategies to manage stress, anxiety, and mental fatigue
• Workshops and webinars for both employees and line managers
This service promotes an inclusive culture where employees feel understood and supported, and managers are equipped to respond with empathy and practical adjustments.
organisations build healthier, more inclusive workplaces.
By breaking the silence around men’s and women’s health, we can create environments where everyone feels empowered to thrive at work and beyond.
References:
1. Movember UK Report 2024 2. Movember Foundation, Move for Mental Health Campaign 3. UK Parliament POSTbrief on Men’s Health, 2023
UK Government Report on Menopause and Employment, 2022
PAM Wellness Workshop Catalogue
PAM Wellness Menopause Support Service Poster
Bupa and CIPD Menopause Workplace Survey, 2023 8. Acas Guidance on Menopause at Work
In today’s increasingly digital workplaces, ensuring employees are comfortable and safe at their workstations is more important than ever. One of the key tools used to support this is the Display Screen Equipment (DSE) assessment. While online assessments are common, in-person DSE assessments offer a more thorough and personalised approach. This article explores what a DSE assessment involves, what happens during an in-person visit, and the benefits of choosing a face-to-face evaluation.
A DSE assessment is a review of a person’s workstation setup to ensure it complies with health and safety regulations and supports good ergonomic practices. It is designed to identify risks associated with prolonged use of display screen equipment, such as computers, laptops, tablets and other digital devices. These risks can include musculoskeletal disorders, eye strain, fatigue and repetitive strain injuries.
Under the Health and Safety (Display Screen Equipment) Regulations 1992, employers in the UK are required to carry out DSE assessments for employees who use screens for a significant part of their working day. The goal is to minimise health risks and promote a comfortable, productive working environment.
An in-person DSE assessment typically begins with a trained assessor visiting the employee’s workstation.
This could be in an office, at home or in another remote working location. The assessor will observe the setup and ask questions to understand how the employee uses their equipment throughout the day.
Key areas covered during the assessment include:
• Chair and seating posture:
The assessor will check whether the chair is adjustable and provides adequate support. They will also observe how the employee sits and whether their posture is contributing to discomfort.
• Desk layout: The positioning of the monitor, keyboard, mouse and other accessories will be reviewed to ensure they are within easy reach and promote a neutral posture.
• Screen position and lighting: The assessor will look at the height, distance and angle of the screen, as well as the lighting in the room, to reduce glare and eye strain.
The assessor may ask about the employee’s routine, including how often they take breaks and whether they move around during the day.
Additional equipment:
If necessary, the assessor might recommend ergonomic accessories such as footrests, monitor risers, document holders or wrist supports.
The assessment usually takes between 30 minutes to an hour, depending on the complexity of the setup and any issues identified. At the end of the visit, the assessor will provide verbal feedback and follow up with a written report outlining any recommendations or adjustments needed.
Whilst some online self-assessments can be useful, they often rely on the employee’s ability to identify and report issues accurately. In contrast, an in-person DSE assessment offers several distinct advantages:
• Personalised advice: A trained assessor can tailor recommendations to the individual’s needs, taking into account their body type, working habits and any existing health concerns.
• Immediate adjustments: Many issues can be resolved on the spot, such as adjusting chair height, repositioning monitors or suggesting better lighting arrangements.
• Professional insight: Assessors are trained to spot subtle risks that may not be obvious to the untrained eye, helping to prevent long-term health problems.
• Employee wellbeing: Taking the time to conduct an in-person assessment shows employees that their health and comfort are valued, which can boost morale and engagement.
• Compliance and documentation: A formal report from a qualified assessor helps employers meet their legal obligations and provides a record of action taken to support employee wellbeing.
An in-person DSE assessment is a proactive step towards creating a healthier and more productive workplace. By investing in expert guidance and personalised support, employers can reduce the risk of injury, improve employee satisfaction and demonstrate a genuine commitment to wellbeing. Whether you’re managing a team in a traditional office or supporting remote workers, regular DSE assessments should be a key part of your health and safety strategy.
You can learn more about our range of DSE Assessment services here: https://pamergonomics.co.uk/ collections/dse
Every September, the UK marks Know Your Numbers! Week (8–14 September 2025), a national campaign led by Blood Pressure UK to raise awareness about the silent dangers of high blood pressure.
Just weeks later, National Cholesterol Month (October 2025), spearheaded by HEART UK, continues the momentum by encouraging people to check and manage their cholesterol levels. These initiatives highlight a crucial message: knowing your health numbers—blood pressure, glucose, cholesterol, and BMI—can save lives.
Blood Pressure: Often called the "silent killer," high blood pressure affects around 30% of UK adults—approximately 16 million people—with up to 5 million undiagnosed. Left unchecked, it significantly increases the risk of heart attacks, strokes, and kidney disease.
Blood Glucose: Type 2 diabetes is on the rise, with 7.8% of adults in England estimated to have the condition, diagnosed or not. Poor glucose control can lead to nerve damage, vision loss, and cardiovascular complications.
Cholesterol: High cholesterol is a major contributor to heart disease, yet many remain unaware of their levels. National Cholesterol Month aims to change that by promoting testing and lifestyle changes.
Body Mass Index (BMI): While not a perfect measure, BMI offers a quick snapshot of whether someone is underweight, healthy, overweight, or obese. Obesity is linked to
a higher risk of diabetes, heart disease, and certain cancers.
Scientific research consistently shows that early detection and regular monitoring of these health indicators can prevent chronic diseases and improve quality of life. For example, a study published in BMJ Open Diabetes Research & Care found that disruptions in routine testing during the COVID-19 pandemic led to a significant drop in blood pressure and glucose monitoring, potentially increasing long-term health risks.
Similarly, evidence from the CDC highlights that structured interventions—like regular check-ups and self-monitoring—are effective in managing hypertension and diabetes. These conditions are often interlinked, and managing one can positively impact the others.
Employers play a vital role in promoting health awareness. PAM Wellness offers innovative solutions like Health Kiosks, a clinically approved onsite kiosk that measures blood pressure, BMI, body fat percentage, and more in under two minutes. These kiosks can be installed in workplaces, making health checks accessible and convenient.
In addition to kiosks, PAM Wellness provides:
• Onsite health checks
• Wellbeing workshops and clinics
• Digital platforms like the PAM Wellness App, powered by Champion Health, for tracking and improving health metrics
These services not only support employee wellbeing but also reduce absenteeism and boost productivity by catching health issues early.
References:
1. HEART UK. National Cholesterol Month. https://heartuk.org.uk/
2. Blood Pressure UK. Know Your Numbers! Week. https://www. bloodpressureuk.org/
3. BMJ Open Diabetes Research & Care. https://drc.bmj.com/
4. Centers for Disease Control and Prevention (CDC). https://www.cdc.gov/
5. Diabetes UK. https://www.diabetes.org.uk/
As Know Your Numbers! Week and National Cholesterol Month approach, there’s no better time to take control of your health. Whether you're an individual looking to understand your risk factors or an employer aiming to support your workforce, knowing your numbers is the first step toward a healthier future.
Check your numbers. Change your life.
6. NHS Digital. https://digital.nhs.uk/
7. PAM Wellness. https://pamwellbeing.co.uk/
8. Office for National Statistics. https://www.ons.gov.uk/
9. PAM Life. https://pamwellbeing.co.uk/pam-life/
One of the most common misconceptions about returning to work after an illness or injury, especially musculoskeletal (MSK) conditions is the belief that you must be 100% recovered before stepping back into the workplace.
Returning to work in a phased, controlled, and safe way can be a powerful part of the rehabilitation process. When managed well, good work is good for our health physically, mentally, and socially.
Data from the Department of Work and Pensions (DWP) shows:
If someone is off work for 4 weeks due to an MSK-related illness, they have an 80% chance of returning to work at full capacity the things you love.
If they’re off for 6 months, that chance drops to just 20%.
And if someone is off work for 2 years, statistically they are more likely to pass away than return to work.
These figures are stark. They highlight how time away from work can quickly become a barrier to recovery, rather than a support. The longer someone is absent, the more difficult it becomes to return not just physically, but also emotionally and socially. Confidence can erode, routines are disrupted, and the sense of purpose that work often provides can be lost.
A phased return to work allows individuals to gradually reintroduce themselves to their role, often starting with reduced hours or modified duties. This approach is especially beneficial for those recovering from MSK conditions, where full physical capacity may take time to rebuild.
Employers and occupational health professionals can work together to create a tailored plan that supports recovery while maintaining engagement with the workplace.
This might include:
• Adjusted workstations or equipment
• Flexible hours or remote work options
• Temporary reassignment to lighter duties
• Regular check-ins to monitor progress
By making work part of the recovery journey, rather than something to fear or delay, we can improve outcomes for individuals and reduce long-term absence.
The term “sick note” has evolved. It’s now called a Fit Note (Med 3 form), and it’s important to understand that:
• Fit Notes are advisory, not mandatory.
• Occupational Health (OH) professionals, especially MSK specialists, can recommend a return to work before a Fit Note expires.
• Since 1st July 2022, it’s not just GPs who can issue Fit Notes. Now, physiotherapists, nurses, occupational therapists, and pharmacists can also issue them.
This change is significant. With over 10 million Fit Notes issued annually by GP practices in England alone, expanding the pool of professionals who can issue them helps reduce delays and ensures people get the right support at the right time.
It’s important to distinguish between good work and bad work. Good work supports health and wellbeing. It offers structure, purpose, social interaction, and financial stability. Bad work, on the other hand, can be detrimental characterised by high stress, lack of support, poor ergonomics, or unrealistic expectations.
The goal is not just to return to any work, but to return to good work. Employers play a crucial role here. A supportive workplace culture, open communication, and a willingness to adapt can make all the difference.
Returning to work doesn’t mean being fully healed. It means being ready to re-engage in a way that supports your recovery. With the right support, work can be a vital part of getting better, not a barrier to it.
If you or someone you know is navigating a return to work after an MSK condition, remember you don’t have to be 100% fit to start. You just need the right plan, the right support, and the right mindset.
Lean more about common MSK myths in our Free Webinar.
https://pamphysiosolutions.co.uk/ insights/webinars/free-webinar-msk-
Rheumatoid arthritis (RA) is more than just joint pain—it's a chronic autoimmune condition that can deeply affect every aspect of a person’s life, including their ability to work. As awareness grows around invisible illnesses, it's crucial to understand how RA impacts wellness and productivity, and what can be done to support those living with it.
RA is an autoimmune disease where the immune system mistakenly attacks the body’s own tissues, primarily targeting the joints. Autoimmune disease are thought to affect 1 in 10 people (University of Oxford) with the prevalence of RA being 1% of the UK population (NICE, 2025).
Common symptoms are inflammation, pain, stiffness, and swelling—often symmetrically in the hands, wrists, and knees. Over time, RA can cause joint damage and deformities, and may also affect other organs such as the lungs, heart, and eyes. Beyond the physical symptoms, RA often brings fatigue, low-grade fever, and weight loss. The condition is unpredictable, with flareups that can strike without warning, making daily planning and consistency a challenge.
The National Rheumatoid Arthritis Society (NRAS) has a number of publications to support individuals living with RA.
An essential part of management is for affected individuals to have their Disease Activity Score reviewed twice a year. The DAS28 covers all 28 joints and provides a personalised indication of how active the disease is. For those with high scores, or newly diagnosed they are advised to have monthly reviews until the disease is more controlled.
Treatment is different for each person and are often DMARDs (disease modifying antirheumatic drugs); biologics which are powerful anti-inflammatories and others, all of which need to be monitored for side effects. More information can be found HERE. Keeping active whilst pacing to manage fatigue is important as is a generally healthy lifestyle. Apps are being developed to support those living with RA.
For many, work is not just a source of income— it’s a part of identity and social connection. But for people with RA, the workplace can become a source of stress and limitation. According to a 2025 American report by the Integrated Benefit Institute, autoimmune diseases like RA contribute to significant productivity losses and healthcare costs, with up to 73 days lost annually due to short-term disability and nearly 287 days for long-term disability.
For many, work is not just a source of income— it’s a part of identity and social connection. But for people with RA, the workplace can become a source of stress and limitation. According to a 2025 American report by the Integrated Benefit Institute, autoimmune diseases like RA contribute to significant productivity losses and healthcare costs, with up to 73 days lost annually due to short-term disability and nearly 287 days for long-term disability.
Common challenges at work include:
• Physical Limitations: such as tasks that require fine motor skills, repetitive motion, or prolonged standing/sitting can be painful or impossible during flare-ups.
• Fatigue and Brain Fog: Chronic fatigue and difficulty concentrating can reduce productivity and increase the risk of errors.
• Unpredictability: The fluctuating nature of RA symptoms makes it hard to maintain a consistent work schedule.
• Emotional Toll: The stress of managing symptoms, coupled with the fear of being misunderstood or judged, can lead to anxiety and depression.
Employers and colleagues play a vital role in supporting individuals with RA. Here are some strategies that can make a difference:
• Flexible Work Arrangements: Remote work, flexible hours, or part-time schedules can help accommodate fluctuating symptoms.
• Ergonomic Adjustments: Providing supportive chairs, adjustable desks, and voice-to-text software can ease physical strain.
• Open Communication: Encouraging a culture of empathy and understanding helps employees feel safe disclosing their needs.
• Wellness Programs: Access to physiotherapy, mental health support, and wellness initiatives can improve overall quality of life. All of which can be accessed via PAM Group should access via the NHS be problematic.
While RA presents real challenges, many people continue to lead fulfilling professional lives with the right support and treatment. As we move toward more inclusive and health-conscious workplaces, understanding conditions like RA is essential. By fostering empathy and flexibility, we not only support those with chronic illnesses but also create environments where everyone can thrive.
PAM OH Solutions is a national Occupational Health provider. We work with clients across all industry sectors, delivering a flexible range of high quality, pro-active and cost-effective services. Combining the traditional values of professional integrity and good customer service with a modern progressive approach to service delivery.
We deliver efficient and fit for purpose
Occupational Health solutions to improve attendance and reduce absence in full compliance with legislation. Our approach extends beyond simply providing a reactive management referral service, we aim to forge strong working relationships with our clients, working in partnership to deliver tailored absence management solutions.
PAM Wellness Solutions was born out of a need to support our customers and their employees from a holistic health and wellbeing perspective in 2009, expanding on the physical health and rehabilitation services that our occupational health sister company has expertly provided since 2004.
Our suite of corporate health, neurodiversity, psychological and wellbeing solutions enables organisations the option to engage with a strategic wellbeing partner to support their employee’s whole health and wellbeing needs, and for their employees to benefit from the multidisciplinary expertise of our extensive team. We work strategically to implement proactive workplace health and wellbeing solutions, to help organisations and their people thrive.
• Corporate Health Assessments
• Psychological Services
• Employee Assistance Programme
• Trauma and Critical Incident Support
• Neurodiversity diagnosis and screening
• Menopause Support
• Drug and Alcohol Programme
• Mediation and Whistleblowing
• Workplace Needs Assessments
• Assistive Technology & Ergonomics
• Management Coaching
• Wellness Training, Workshops & Webinars
• Corporate Blood Testing
We are a specialist business under PAM Group and are proud to offer an extensive range of highquality services, focussing on all of the five pillars of wellbeing.
PAM Physio Solutions provide a variety of physiotherapy solutions and specialist services to ensure speedy, proactive, and early intervention with a focus on clinical excellence and healthy outcomes for clients. We’re committed to client and customer wellbeing and offer comprehensive, end-to-end physiotherapy solutions bringing clinical excellence and product-based solutions to our client’s workspaces.
