SOM Spring Magazine 2025

Understand Pain: A New Perspective for Occupational Health

How personalised digital coaching can drive sustainability in workplace health

Making women’s & reproductive health a key priority

Upcoming webinar: Neurodiversity, the law and the workplace

SPRING MAGAZINE 2025

Clockwise from top right: SOM President and SOM CEO meeting with Zubir Ahmed MP for Glasgow South West and PPS for Department of Health and Social Care SOM Workplace Visit to Morrison’s Distribution Centre, Kent SOM Workplace Visit to Triumph Factory, Leicestershire SOM Workplace Visit to Adnams Brewery, Suffolk

Contents Introduction by Dr Lanre Ogunyemi and Christina Butterworth

Page 1

Latest SOM Publications

Page 2

SOM Occupational Health Conference for Nurses in Wales

Page 3

Understand Pain: A New Perspective for Occupational Health

Page 4

How Personalised Digital Coaching Can Drive Sustainability in Workplace Health

Page 6-7

Highlights from the American Occupational Health Conference 2025

Page 9

SOM Central Southern Regional Group Spring Meeting

Page 9

Lancashire and Cumbria SME Occupational Health Pilot - The Experience of OH One

Page 10

Supporting occupational health of healthcare workers in Ethiopia

Page 11

Supporting and empowering staff through the menopause

Page 12-13

Making women’s and reproductive health a key priority

Page 13

Spring statement response

Page 14-15

SOM/FOM Occupational Health Conference

Page 15

Occupational Health News

Page 16

Upcoming SOM Special Interest Groups

Page 16

OH Mentoring

Page 17

Upcoming SOM Workplace Visits

Page 18

SOM Professional Partner Membership

Page 19

Neurodiversity, the law and the workplace

Page 20

Upcoming SOM webinars

Page 21

About the SOM

Page 22

Introduction Following the Board meeting in March and the Faculty of Occupational Health Nursing (FOHN) Board in April, a strategic partnership was agreed. This followed a January away day where the Board with FOHN assessed how this would work best, and key principles. Benefits were seen for OH generally in SOM hosting FOHN activities, with FOHN maintaining its brand. FOHN members (many of whom are SOM members) will be encouraged to join SOM. Amanda Hinkley, as the new chair of FOHN, will

Dr Lanre Ogunyemi, SOM President

support the process with SOM. FOHN will continue its functions, e.g. linking with the NMC, supporting nurses through accreditation, and being part of events such as with the RCN. SOM will host the FOHN website and develop a SOM/FOHN OH Nursing Group, reporting to the SOM Council. Comments and opinions are welcome and do let me know if you have any questions at president@som.org.uk

Christina Butterworth Chair, Faculty of Occupational Health Nursing

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Latest SOM Publications You can download our Publications Catalogue here. Click on the covers below to view the publications.

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SOM Quarterly Magazine: Spring 2025

SOM Occupational Health Conference for Nurses in Wales

The SOM Occupational Health Conference for Nurses in Wales was a fantastic opportunity for nurses and occupational health technicians to experience a full day of learning, networking, and expert talks on key occupational health topics.

Topics included: Drugs and Alcohol, Neurodiversity, AI and Noise-Induced Hearing Loss.

Thanks to all who attended and our sponsors, with special mention to our lead sponsor, Insight Workplace Health.

Understand Pain: A New Perspective for Occupational Health

By Richmond Stace, Specialist Pain Physiotherapist & Multidisciplinary Pain Coach Chronic pain is the number one global health burden. It affects more people than cancer, heart disease, and diabetes combined. Yet, it remains poorly understood across much of society, including in healthcare and the workplace. For occupational health professionals, this presents a significant challenge. Pain is invisible. It fluctuates. It doesn’t always follow expected patterns. And for the person living with it, pain can feel all-consuming – impacting mood, motivation, sleep, relationships, confidence, and ultimately, their ability to work.

So how do we better support people with persistent pain in the occupational setting? The answer begins with understanding what pain really is…

What is pain? Pain is what the person says it is, and where it is in their body, according to the definition

by Margo McCaffery, which I learned in my nurse training in the 90s. This is a good start point because it validates the person’s narrative, which is vital for creating a caring collaboration. Within this collaboration, the opportunities for making positive change arise. Pain is personal and subjective. You cannot see pain or measure it well. So, you must listen to the person.

What’s is pain’s purpose? Pain, whether acute or persistent (chronic), is not just a symptom. It’s a lived experience of the whole person. Like hunger or thirst, it is a need state, asking for attention, care, and change. Pain isn’t demanding to be ‘got rid of’ – it’s asking for a shift. A shift in thinking, behaviour and living. Pain is shaped by biology, past experiences, beliefs, expectations, emotional state, context, and environment. When certain conditions come together, pain is felt. That means pain always has a purpose.

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What do you need to move forward?

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What goals are meaningful to you?

So, instead of waiting for your pain to go away to start living, you begin living now for things to get better.

Pain is not generated where you feel it. The place in your body where pain is felt – such as your back, neck, or knee – does not actually produce the pain. Modern neuroscience tells us that pain is generated by a dynamic interaction between multiple systems in the body: the nervous system, immune system, endocrine system, and autonomic system (Kiverstein et al., 2022). These systems work together like an orchestra, constantly predicting what’s going on both inside and outside of you as one unified experience. This ‘orchestra’ uses past experiences, beliefs, expectations, memories, emotional state, and context to make sense of the sensory input coming from the body and predict its meaning. It’s making best guesses about what’s happening for you. You don’t experience the world – or your body – directly. You experience a version of it that’s constantly being updated and adjusted.

This means pain is not simply about what’s happening in tissues. It’s about how your systems are predicting and updating predictions (learning) about the world – including your environment, your history, and your sense of self. Pain is deeply personal. It reflects your whole lived experience.

Part two coming soon…

Is chronic pain maladaptive? A common view in healthcare is that chronic pain is “maladaptive” – it no longer serves a purpose. I don’t believe that’s true. This idea arises from the absence of visible damage or pathology. But pain is poorly related to these. We know this from decades of research.

Persistent pain isn’t without meaning. When someone shares their story, you often hear the deeper needs behind the suffering. From their story we can clarify two essentials: 4

SOM Quarterly Magazine: Spring 2025

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The Importance of Proactive Mental & Physical Wellbeing in the Workplace: How Personalised Digital Coaching Can Drive Sustainability in Workplace Health

By Grace Gimson, Cofounder and CEO of Holly Health

In today’s work environment, prioritising the physical and mental wellbeing of employees is essential for any organisation aiming to thrive.

Companies are increasingly recognising the importance of adopting a proactive, integrated approach to health that goes beyond simply reacting to issues when they arise. Digital coaching services are empowering organisations to take control of their employee wellbeing programmes, at scale.

Why Proactive Wellbeing is Essential for Employers Traditionally, many workplaces have adopted a reactive approach to employee health - addressing issues when they arise. This often results in absenteeism, presenteeism (employees showing up but not being fully productive due to health issues) and burnout, which can have long-lasting effects on both the individual and the organisation.

A proactive approach, on the other hand, focuses 6

on prevention and early intervention, offering employees the support they need to manage their health before issues become critical. This shift from reactive to proactive wellbeing can: •

Prevent physical and mental health issues before they escalate.

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Support employees in building resilience to stress and burnout.

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Promote a culture where wellbeing is integral to the organisation’s mission.

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Boost retention through more sustainable living and working practices.

At a time where NHS services are under higher strain than ever (especially in the areas like mental health and musculoskeletal health, which are of high prevalence in the workplace), workplaces and employers will need to take on increasing responsibility to help maintain good health in their teams.

SOM Quarterly Magazine: Spring 2025

Personalised Digital Coaching at Scale

Supporting Mental Health in the Workplace

Unlike traditional one-size-fits-all wellbeing programmes, personalised digital coaching is a powerful tool that can support employees’ health and wellbeing in a way that is adaptable, scalable, and highly effective. Here is how this works on a larger scale:

Mental health is one of the most pressing challenges in the modern workplace. Issues like anxiety, depression, and burnout are common, yet they often go unaddressed until they become severe. ONS statistics show that of those currently on long term sickness in the UK, 53% report having depression or anxiety.

1. Customised Health Coaching: Personalised digital coaching allows employees to receive tailored advice and strategies based on their unique health and circumstances. Whether it is addressing sleep issues, managing stress, increasing physical activity, or cultivating healthy eating habits, digital platforms can provide a dynamic roadmap for better day-to-day health and wellbeing based on the individual’s specific progress, goals, and lifestyle.

2. Empowerment Through Self-Management: One of the key benefits of digital coaching is that it empowers individuals to take ownership of their health. Rather than relying on external intervention, employees can track their progress, set personal goals, and engage in health-promoting behaviours that encourage self-management. This sense of control can significantly boost motivation, mental wellbeing, and physical health.

3. Health Analytics for Teams: Beyond individual coaching, many digital wellbeing platforms offer valuable anonymous insights at a team or organisational level. By identifying trends from aggregated data insights, such as elevated levels of stress, burnout, or low physical activity, businesses can address issues before they affect productivity or employee long-term health. This data-driven approach ensures that decisions are grounded in facts, rather than assumptions, leading to more targeted interventions and better outcomes.

Digital services can provide a safe and anonymous space to access mental health resources and tools such as mindfulness exercises, cognitivebehavioural strategies, and stress management techniques.

By incorporating mental health support into a proactive wellbeing programme, employers can help reduce the stigma surrounding mental health and encourage employees to seek help when they need it. This approach not only improves individual wellbeing but also fosters a workplace culture of openness, empathy, and support.

Building a Healthier, More Resilient Workforce The goal of any proactive wellbeing programme is to create a culture where employees are healthy, resilient, and empowered to take control of their health. By offering ongoing, personalised support, organisations can help their employees manage their health more effectively, reducing the longterm costs associated with chronic conditions, improving overall employee wellbeing, and retaining employees for longer.

“ By offering ongoing, personalised

support, organisations can help their employees manage their health more effectively ”

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If you have any questions or would like more information, please contact Mimi.Eyeoyibo@som.org.uk | 0203 910 4533

American Occupational Health Conference (AOHC) 2025

Central Southern Spring Meeting The SOM Central Southern Regional Group held another successful Spring Meeting & AGM in April. Topics included OH and seagoing operations, ill-health retirement and clinical negligence in OH. Thanks to everyone who attended and event sponsors Greys Specialist Recruitment. som.org.uk

Regional groups at SOM provide a unique, relevant, and lively forum for members, aiming to develop their knowledge and encourage discussion and networking through social events and workplace visits. For more information click here.

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Lancashire and Cumbria SME Occupational Health Pilot - The Experience of OH One

By Jamie Sidaway, Head of Operations, Health 2 Employment The Lancashire and Cumbria SME occupational health (OH) pilot aimed to encourage Small and Medium-Sized Enterprises (SMEs) to access OH services by offering up to 80% funding support for assessments, with businesses contributing the remaining 20%. The scheme was designed to demonstrate the value of OH to SMEs and assess the feasibility of a subsidised OH model. To be included on the Approved Provider list, providers had to demonstrate qualifications and experience, as well as our ability to meet key service criteria.

Once approved, details were made available to eligible SMEs who had applied and proven their status. Key successes:

Recommendations for future OH SME incentives:

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Successfully engaged a number of SMEs.

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Collaborations with HR consultancies proved highly effective, as they had existing networks of SME clients.

Longer Duration: A short-term pilot was insufficient to generate widespread SME engagement or prove impact. A minimum 12-month period is needed.

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Continued to support SMEs even after the scheme ended, offering lower-cost assessments to those who narrowly missed the funding cutoff.

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Improved Marketing: Dedicated DWP-led promotion, alongside provider efforts, would ensure broader awareness among SMEs.

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Smaller, More Engaged Provider List: A more selective group of providers, incentivised with clear targets and engagement expectations, would improve uptake.

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Streamlined Access Process: Allowing providers to distribute voucher codes directly to SMEs would reduce administrative hurdles.

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Better Guidance for SMEs: More information on each provider’s unique services and specialisms would help SMEs make informed choices.

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Alternative Funding Model Considerations: Whether 80% subsidisation is the best approach remains debatable - other funding mechanisms should be explored.

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Many SMEs who were previously sceptical about OH services or had never engaged with OH before have now continued using our services, demonstrating that the scheme had the potential to drive long-term behavioural change in SMEs regarding employee health and wellbeing.

The scheme was not extended though with the new Government with DWP citing lower-thanexpected uptake as the reason. Key challenges were: •

Lack of marketing and SME awareness: Many SMEs were unaware of the scheme.

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Too many providers: The extensive Approved Provider list may have diluted individual providers’ ability to secure business, creating potential concerns around price sharing and competition.

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Cumbersome voucher system: SMEs had to request a new voucher code for each assessment, adding an unnecessary administrative burden.

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Lack of clear differentiation between providers: SMEs had little guidance in choosing a provider, making it harder for them to make an informed decision.

A significant positive outcome was that many SMEs who previously would not have used OH services or were sceptical about their value have now continued engaging with OH One. This proves that with better execution, an incentive scheme like this can be highly effective in changing SME attitudes towards occupational health. We urge policymakers and stakeholders to revisit the concept, ensuring that SMEs continue to have opportunities to experience and appreciate the value of occupational health. With the right structure and commitment, such a scheme could make a substantial impact on SME workforce health and productivity.

Supporting occupational health of healthcare workers in Ethiopia

SOM with the University of Addis Ababa is starting a programme to support occupational health of healthcare workers in rural and urban areas in Ethiopia. 160 Health and Safety officers will gain a clear understanding of occupational health risks, safety protocols, and preventive measures to protect themselves, improve service quality, and so improve the health of the population. Strategic advocacy to ensure impact across the health system will also occur as the project will collaborate with the Ministry of Health and the Oromia and Sidama Region Health Bureaus.

Dr Samson Wakuma, who is leading the project stated, “Healthcare workers are exposed to a range of occupational risks in Ethiopian workplaces.

Providing training for these officers is crucial to equip them with the necessary knowledge and skills in Occupational Health”.

Risks include infections, unsafe patient handling, hazardous chemicals, radiation, psychosocial hazards, physical injuries, and inadequate personal protective equipment[1]. A recent study of Ethiopian public health facilities revealed that 36.5% of healthcare workers reported exposure to

occupational health hazards, with insufficient risk reduction measures and safety protocols in place[2].

It is a WHO and Ethiopian Government priority to improve the quality of healthcare service provided and the health of the population. SOM will offer technical support based on a previous project of health of health care workers in Nigeria, completed in 2025. The Nottingham University Hospitals NHS Trust will contribute expertise gained from the UK healthcare system.

This project is funded through the Global Health Workforce Programme, managed by Global Health Partnerships (formerly THET), which is funded by the UK Department of Health and Social Care (DHSC) for the benefit of the UK and partner country health systems.

Look out for updates as the programme progresses.

1] Kumie A, et al., 2016. Occupational Health and Safety in Ethiopia: A review of Situational Analysis and Needs Assessment. Ethiop J Health Dev. 2016;30(1 Spec Iss):17-27.

[2] Ayenew E, et al., 2022. Prevalence of Work-Related Health Hazard and Associated Factors among Health Workers in Public Health Institutions of Gambella Town, Western Ethiopia: Cross-Sectional Survey. J Environ Public Health.

Supporting and empowering staff through the menopause

By Victoria Howell, RGN, BSc, PgCert Healthcare Leadership, Coach Mentor

My menopause journey was that of many women; I had no idea what was happening, my confidence dipped dramatically, and I felt so alone, despite being surrounded by a loving family.

When I faced redundancy, I saw it as an opportunity to train in menopause - I did not want women to feel unsupported and alone; I wanted them to know that support is available. I trained with the British Menopause Society, Primary Care Women’s Health Forum and BSSVD. Prior to redundancy I was already an NHS Leadership Academy qualified Coach Mentor. This enabled me to use a combination of clinical and coaching strategies to support women clinically and in the workplace.

Then, Charlotte Andrews, Associate Director for Learning and Wellbeing from Kingston and Richmond NHS FT, reached out to me about working together on growing menopause support in the organisation. What began as a single educational session has blossomed into a Staff Menopause Clinic, going strong following its launch in 2022. In that time, over 230 individuals have 12

used the service. Charlotte introduced menopause as a reason for sickness on the absence reporting system, allowing real data to be captured.

I provide two staff menopause clinics each month.

Staff complete a pre-assessment questionnaire, which allows me to “get to know them,” freeing up the hour-long consultation for individuals to speak openly, in a safe, non-judgmental environment about their main concerns and symptoms.

I share resources, templates, and evidence-based fact sheets to maintain support post-consultation.

All staff receive a confidential summary (not shared with their workplace), which can be shared with their GP and/or workplace if they wish. We offer menopause consultation reviews which are great for individuals to touch base on how they currently feel, and if they have further questions or queries about HRT. We also provide workshops on genitourinary syndrome of menopause and sexual health, sessions for team leads/managers and general menopause awareness.

SOM Quarterly Magazine: Spring 2025

I love seeing the positive impact consultations have on people. Often when I first see someone, they believe they are the only person experiencing certain symptoms, thoughts, or feelings. When they realise many other individuals are going through the same, that can feel like a heavy weight removed from their shoulders. People report feeling hopeful, informed and empowered to navigate their menopause journeys following a consultation.

Last year, two of my programmes, the Managers Menopause Training and Menopause Champion training, gained CPD Register accreditation.

Kingston and Richmond NHS FT embraced this, and we had the first cohort complete their training in

February (pictured top of page 12) It was a delight to work with so many committed, dedicated, caring individuals, with a shared purpose to support women and the workplace through menopause. We are excited about the forthcoming launch within the Trust, so anyone concerned about symptoms, or wondering what menopause looks like, can access menopause champions to support them in the workplace.

The menopause clinic has resulted in menopause no longer being viewed as a taboo subject, with staff feeling empowered to have open conversations and take control of their menopause journey.

Helping women thrive in work: making women’s and reproductive health a key priority SOM and CIPD held a Parliamentary reception in March on ‘Helping women thrive in work: making women’s and reproductive health a key priority’. Speakers included Emma Persand, Chair of SOM’s Women’s Health at Work Network, Sarah Owen MP, Chair of Women and Equalities Committee, Carolyn Harris MP, Chair of the APPG on Menopause, and Mims Davies MP, Shadow Women’s Minister.

One reason the UK economy is underperforming is a lack of attention on the impact of women’s and reproductive health on participation in the workforce. Absenteeism, decreased productivity or dropping out of work altogether are commonplace for women facing health or reproductive challenges, but much can be done to improve support for women in the workplace – increasing their economic activity as well as improving their wellbeing and reducing gender inequality.

With supportive employer policies, appropriate healthcare and better societal awareness many of the problems can be tackled, keeping more women in productive work in which they can thrive and progress.

At the event, SOM and CIPD together called for: •

Government to launch a review of women’s and reproductive health in the workplace to identify the economic opportunities for strengthening support, guidance and enforcement of current regulations, followed by an action plan;

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A high-profile campaign to motivate and give confidence to employers to develop working environments that provide understanding, flexibility and occupational health support for women’s health issues across the life course; and

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Wider access to occupational health services for those in and out of work to support people to remain in, or return to, appropriate work in which they can manage their health conditions.

Read the briefing here and please do join the Women’s Health at Work Network, chaired by Emma Persand. Contact nick.pahl@som.org.uk

Spring statement response

By Dr Lara Shemtob, SOM Honorary Policy Adviser Welfare reforms for people unable to work due to long-term ill health were announced in March by the UK government, and featured in the Spring Statement. Spending cuts of of £4.8 billion are predicted in 2029/2030 (£3.4 billion overall once £1.4 billion investment pledges have been accounted for). But, the focus must not rest solely on welfare spend - reforming the thresholds is unlikely to be the lever that gets people back to work. The real opportunity lies in the quality and design of support provided.

For most people, being in good work is good for their health. It is a social and economic win on both an individual and societal level if government’s plans to support people with long term ill health to return to work are successful. But many working age adults who are not in work are likely to feel unsure about their ability to work.

For policy changes around welfare to be successful they must be matched with effective support.

WorkWell trailblazer sites have potential. They aim to move beyond cycles of ‘assessment’ and ‘reassessment’ and instead build comprehensive, responsive, and innovative support systems that work in tandem with the welfare financial support offering.

Occupational health expertise should be part of it – ideally early on. OH support is most valuable when there is scope for continuity of care and follow up so people feel there is holistic, long-term support so:

OH in a preventative capacity, helping avoid long term sickness absence in the first place.

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The way that OH expertise is deployed in supporting welfare claims must be deepened. Data gathering alone, to inform one-off eligibility checks and gatekeep benefits is not enough.

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Expert support provided to welfare claimants should be used beyond assessment, to provide proactive, personalised management plans that address individuals’ health needs while actively building their work potential.

2. Continuity and follow-up •

Continuity and follow-up are powerful tools when OH is used, both within an organisation and within the welfare system. It strengthens trust, improves outcomes, and maximises the impact of interventions over time.

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Work and health are dynamic. One-time assessment only offers a snapshot and fail to account for changing circumstances. It is rarely helpful to be rigid in approach to assessment of fitness to work. Instead, thinking broadly about the strengths and skills someone can offer considering their health and functioning can lead to opportunities to remain in work with changes and adjustments to their role.

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Regular follow-up, at intervals tailored to the individual, is the only way to ensure adjustments are made as health conditions and life situations evolve.

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There is also a need for more healthcare professionals outside of OH settings to ask about patient’s views on work and to help patients to work in an effective way.

1. Early access to occupational health expertise •

Decisions about health and work require timely, specialist input. Clinicians who can currently authorise fit notes should be able to recommend that their patients ‘may be fit for work, subject to an occupational health review.’

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Having easy access to OH is likely to help employers feel confident to support people who are returning from long-term sickness absence as well as advising organisations about preventative approaches to ensure that employees with health conditions remain at work. Forward thinking employers leverage 14

SOM Quarterly Magazine: Spring 2025

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Coaching delivered by non-clinicians also has a role in helping people who are not in work to both gain confidence that they can work and to help them navigate inevitable challenges that will arise as they embark on their return-to-work journey.

3. Working with employers and the workplace • Effective systems engage both the individual and their current or prospective employer. OH professionals working within an organisation are independent and ethical in terms of the advice they offer, seeking to find the right balance between the needs of the employee and employer.

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Focusing solely on the individual and not on the work landscape around them risks leaving a disconnect between guidance and workplace realities.

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Support must bridge this divide—facilitating communication, building relationships, fostering reasonable adjustments, and adapting to changing labour market conditions, including technological advancements, and evolving working practices.

So, for welfare reforms to translate into genuine progress, work, and health support needs to be increased, with access to occupational health expertise and continuity of care.

Registration now open!

Includes a sparkling reception at the Royal Pavilion. Unique workplace visits will be on Monday 16th June and the programme will offer clinical updates as well as plenary lectures from global experts. This is the key conference to connect OH leaders and practitioners both in the UK and globally. Minister for Social Security and Disability, Sir Stephen Timms, will speak on the 17th. Book your place today.

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Occupational Health News Government call for evidence on men’s health - aims to tackle the life expectancy gap, closes 17th July. See here.

Evaluation of the 2022 Fit Note Reforms here.

NSOH newsletter - latest edition here. NSOH is supporting the iOH AI in OH conference on 9th July - register here.

National Highways Guide to Driver Roadworthiness here.

Four Funded NIHR Work and Health Research Awards - details here. The NIHR Work and Health Microsite has been updated and is continuously updated.

8th FOHNEU International Congress, 2nd-3rd October 2025, Cork, Ireland - bringing together OH professionals across Europe to explore the latest advancements, challenges, and opportunities in workplace health. Find out more and register here. Early Bird Rates end 31st May. Promoting Mental Health in the Workplace Setting - free webinar, 20th May 10-11am - will discuss the importance of training line managers in mental health, explore the business case for workplace mental health initiatives, and share insights from research on the “Managing Minds at Work” training programme. Click here to sign up.

Upcoming SOM Special Interest Groups (SIGs) • • • • •

HAVS, Thurs 15th May 3-4pm Drug and Alcohol, Wed 14th May 3-4pm OH Psychology Work and Health, Thurs 15th May 4-5pm OH Technicians, Mon 19th May 4-5pm Sole Practitioners, Fri 23rd May 3.30-4.30pm

Other groups on OH Marketing, MSK, Women’s Health, Sleep and more, click here to view.

Interested in joining? Contact Nick.Pahl@som.org.uk 16

SOM Quarterly Magazine: Spring 2025

Mentoring into Occupational Heal th Are you a registered health professional interested in a move into Occupational Health?

SOM and the NSOH are hosting a free mentoring service for those considering a move into a career within Occupational Health. The service is committed to fostering growth, instilling confidence and nurturing success. Our mentors are trained and experienced professionals within the multidisciplinary team of OH. Use of the mentor service will enable you to explore and understand a career in Occupational Health.

We will help you to decide if this is the career for you and if so, support your transition with all the tools you need.

From background reading to CV and interview skills, our mentors provide guidance individually, in group sessions or both.

As a mentee you will receive a set number of sessions with your choice of mentor plus access to group mentoring.

Benefits of mentoring include: •

Provision of an understanding of OH.

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Reliable information and resources to prepare and upskill.

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Identifying transferable skills.

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An understanding of the task requirements within OH and varying delivery mechanisms.

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Signposting to shadow opportunities.

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Building confidence for a move.

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Widening professional networking within the specialty with the introduction to membership and networking groups.

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Advice on further training and education within OH.

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Improving the chances of obtaining a role in OH with CV and interview skills.

Find out more at https://ohcareers.info/

What a brilliant platform this is, especially for new people wanting to get into OH Lauren Widdowson (Registered Nurse)

Upcoming SOM Workplace Visits SOM plans regular workplace visits for its members as part of the benefits of being a member, offering hands-on learning and insight into industry-specific occupational health strategies.

In April, members visited the Quarry Bank Mill in Cheshire. The experience included a guided tour of Apprentice House and the mill, and delegates had the opportunity to ask questions.

For access to our workplace visits, join SOM as a member.

JCB Factory Tour Monday 12th May, Staffordshire

Tour of the Shepherd Neame Brewery Wednesday 4th June, Kent

Tour of Thatchers Cider Farm Wednesday 2nd July, Somerset

Tour of Bremont Watch Manufacturing Centre Wednesday 3rd September, Berkshire

Factory Visit to World of Wedgwood & Afternoon Tea Wednesday 8th October, Staffordshire

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SOM Quarterly Magazine: Spring 2025

Join SOM as a Professional Partner Member Work in HR, Wellbeing, Occupational Health Procurement, Employee Assistance or responsible for workplace health?

SOM Professional Partner Membership is for professionals who wish to keep up to date with the latest occupational health resources and guidance. Membership offers knowledge, tools, and connections to help you do the best job you can for your employer and your clients in health and work – now and in the future. It is not open to occupational health or other health professionals.

Benefits include:

• A curated monthly update with key resources and guidance • Discounts on SOM events including up to 6 free webinars a year • Exclusive workplace health offers • Invitation to the SOM Christmas drinks and Awards

Whether you work in HR, or are a professional navigating health challenges, SOM’s Professional Partner Membership helps you keep up to date with key issues,

from Long COVID to mental health at work.

With SOM’s support, and the backing of a community of nearly 2,000 occupational health professionals around the world, Professional Partner Membership will boost your confidence and skills, helping you in your work and career.

Cost – £60 / year (saving you over £120 on webinar registration fees alone). Our membership year runs from January to December. If you join mid-year, you will pay a pro rata rate.

Membership shows a commitment to workplace health and a wish to understand current best practice; but is not an endorsement by SOM of the services you may offer and does not provide SOM membership voting rights.

For further information, please contact membership@som.org.uk

www.som.org.uk/membership-information

@SOMNews

Neurodiversity, the law and the workplace Tuesday 3rd June, 12.00-1.00pm FREE SOM Members; £35 Non-members It is estimated that 15 to 20% of the UK population is neurodivergent, translating to around 1 in 7 people (13 million people). These statistics mean that most workplaces have a significant neurodivergent workforce, whether they are aware of it or not.

Awareness around neurodiversity in the workplace has gained significant momentum in recent years. Many individuals do not receive diagnoses until late in their careers, or, even with a diagnosis, they may choose not to declare it to their employer or to their work colleagues. This can create significant issues from a legal, reputational and cultural perspective. We have seen these exemplified in employment tribunal claims relating to neurodiversity discrimination; they often arise from a basic misunderstanding between the neurodivergent employee and their manager, leading to a deterioration of their relationship and resultant dispute which could arguably be prevented through effective management, awareness and training.

In this webinar, Emma Bartlett (Partner and employment lawyer from CM Murray LLP), will explore the following: • What is neurodiversity and how does neurodiversity fit into our disability legislation under the Equality Act 2010?

• A review of the case law in this area and lessons to be learned.

• Practical tips on recruiting neurodivergent staff.

Speaker Bio Emma Bartlett is a Partner at CM Murray LLP, specialising in employment and partnership law, and leads the firm’s D&I initiatives. She advises on a wide range of employment matters, with expertise in discrimination, whistleblowing, bonus disputes, trade union issues, and high-value litigation. Emma represents employers, senior executives, partners, LLPs, and trade unions across sectors including financial and professional services, biotech, media, and start-ups. A skilled litigator, she frequently handles High Court and tribunal cases, including interim injunctions. Emma regularly publishes and comments in the media, including BBC Radio and the national press, and serves as general editor for Thomson Reuters’ Employment Precedents and Company Policy Documents. She also hosts podcasts on board diversity and legal issues affecting women in sport.

Chaired by Professor Nancy Doyle

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Upcoming SOM Webinars View our catalogue of public webinar recordings here.

View the full list of upcoming SOM webinars here.

• Tackling Sickness Presenteeism in Organisations: What Can Be Done?

FREE For All Friday 16th May, 12:30–1:30pm – Register here • Summary of an HSE Inspection of a Small Independent OH Consultancy: The Good, the Bad and Lessons Learnt, sponsored by Orchid Live FREE SOM Members; £35 Non-members Monday 19th May, 1-2pm – Register here • The Impact of Shift Work on Health, sponsored by Orchid Live FREE SOM Members; £35 Non-members Tuesday 20th May, 4-5pm – Register here • FOM/SOM Engagement in Improving Health and Work Nationally FREE For All Monday 2nd June, 3:30–4:30pm – Register here • COVID-19 Public Inquiry - The experience FREE For All Thursday 5th June 12-1pm - Register here • Global Advocacy for Occupational Health FREE For All Wednesday 11th June 4-5pm - Register here • Sex discrimination, the Equality Act and the Supreme Court FREE SOM Members; £35 Non-members Tuesday 24th June 12-1pm - Register here

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About the SOM The Society of Occupational Medicine (SOM) is the largest and oldest national professional organisation and with an interest in OH. It demonstrates a commitment to improving health at work, supports professional development and improves future employability enhancing our members’ reputation and employability. Members are part of a multidisciplinary community – including doctors, technicians, nurses, health specialists and other professionals – with access to the information, expertise and learning needed to keep at the forefront of their role. Members benefit from career development opportunities alongside practical, day-to-day support and guidance, through local and national networks that are open to all. Through its collective voice, SOM advances knowledge, increases awareness and seeks to positively influence the future of OH.

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SOM Quarterly Magazine: Spring 2025

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