4. We have taken steps to make our bereavement leave as flexible and accessible as possible. This might include offering it in hours rather than days, or allowing staff to take it in chunks of time rather than in one single block.
3. We provide the opportunity for employees to take part in relaxation sessions, such as mindfulness, yoga, etc., either at lunchtime or as part of their working day.
2. We consult our employees about any proposed organisational change or key decision(s) through focus groups, one-to-one interviews, or surveys and, if necessary, provide training to support any changes to their role.
4. Our expenses policy ensures a regular payment schedule so that no employee is left out of pocket for long periods after paying for a work-related expense (e.g., expenses are paid weekly or within 10 days of approval).
3. We are transparent about pay scales within our organisation as a means of narrowing pay inequality.
2. We provide confidential support and signposting (to professional financial advice services) to employees who disclose they are struggling with financial issues.
1. We have at least one trained Financial Wellbeing Champion, and employees are aware of who this is and how to request support from them.
3. We have facilitated peer support opportunities for employees who have alcohol/substance misuse issues and/or are undergoing a treatment programme.
2. We conduct on-site health education sessions to help employees understand the impact of excessive alcohol consumption and substance misuse on both their work and personal lives.
