Health Horizons
Supporting business leaders with our Health Horizons
Designed to support leaders in your business, our series of virtual events help you anticipate the challenges and opportunities that are shaping the future of workplace health and wellbeing.
Bringing together industry experts, innovators, and thought leaders, we’ll explore the emerging trends, cutting edge technologies and evolving practices in healthcare.Â
Tailored for senior leaders, HR professionals and wellbeing benefit managers, attendees will gain unique insights into the transformative landscape of workplace health and wellbeing.
Rewatch the latest live event
Supporting the mental health of children and young people will deliver real returns both now and in the future.
Learn how to create a positive workplace culture and provide the effective support that protects productivity, recruitment, and retention.Our latest event explored the mental health crisis in children and adolescents, what this means for business, and how to support families grappling with these challenges.
What's on the Horizon for 2024
Secure your place at one of our upcoming virtual events
Men's health in the workplace
November 2024
Read our latest articles from the Health Horizon series
Children in need of mental health support
One in six children and young people has a probable mental health condition1 and three-quarters of life-long mental health problems emerge before the age of 25.2 Rapid changes in brain chemistry during adolescence can leave young people vulnerable to issues, but this also provides a window for support.
Supporting child mental health delivers dividends
More than two-thirds of parents are worried about a child’s mental health.3 Half confirm this undermines their performance at work4 and 60% say it is impacting their own mental health.3 Learn more about the challenges facing families and the business benefits of creating a culture for change and providing effective support.
How businesses can help
There is no one-size-fits-all solution, but the first step should always be to signal that support is available, and that line managers are there to help. The key is to support positive conversations to encourage working parents to share their concerns before their children are in crisis. Making sure that line managers have the training and resources they need to be able to provide effective support and advice when it’s needed.
Fertility is becoming a business issue
As many as one in seven couples has difficulty conceiving3 and while fertility treatment offers hope, it is often associated with depression and anxiety. There may be worries around the cost of treatment and assisted reproduction can be physically and emotionally draining. Explore the issues and how to support employees on this path to parenthood.
How parenting can impact mental health
Sometimes the feelings of elation and excitement around starting a family are interwoven with negative emotions. As many as one in five women and one in ten men experiences anxiety and depression at this time. 4,5 And 12% of adoptive parents also struggle with low mood.6 Providing effective support gives business an edge when it comes to recruiting and retaining talent.
Creating a family-friendly workplace
There is a strong business case for pro-parenting policies, but delivering meaningful support may require a culture shift. We explore the core elements of an effective strategy and provide practical advice and tips on how to foster a family-friendly workplace for all.
Nurture and nature
Experts now believe the addictive personality is a myth, but there is compelling evidence that both inherited and environmental factors can increase the risk of developing an addiction to a substance or behaviour. Dr Naveen Puri, Medical Director for Bupa UK Insurance explores the complex interplay between genes, childhood experiences and lifestyles which can drive addiction.
Addictive behaviours undermine teams and productivity
Alcohol misuse alone costs the UK economy £7.3billion a year in lost productivity.2 It s a factor in 40% of accidents at work2 and two in five employees have gone to work under the influence of alcohol or impaired by a hangover.2 Learn about the work patterns and practices that can increase this risk and how to ensure the health and safety of teams.
How to provide effective support
Inaction on addiction is not an option, and different forms of addiction will present their own challenges and risks. We explore the core elements of an effective strategy and provide practical advice and tips on the steps organisations can take to support employees who are struggling with addictive behaviours while safeguarding teams and the bottom-line.
Prevention is a strategy for success
The business case for promoting workplace wellbeing is compelling. It’s good for business and it’s good for the wider economy. An ageing population, rising levels of obesity and poor mental health mean health prevention must be a priority for organisations seeking to recruit and retain strong teams.
Disease prevention is getting personal
Genomics has transformed cancer. Screening for BRCA cancer genes has dramatically reduced women’s risk of breast cancer. But we are only beginning to unlock the potential of polygenic health screening which can provide personalised health and lifestyle advice based on individual risk. Learn more about what is happening now, and what lies ahead.
Creating a healthy culture
Employee wellbeing priorities must be integrated throughout an organisation, embedded in its culture, leadership and people management. Discover what it takes to develop, and maintain, workplace wellbeing initiatives that are tailored to the needs of your teams.
A healthy environment is good for business
Prioritising sustainability is crucial for employee engagement and retention. The latest Bupa Wellbeing Index shows 45% of employees believe the opportunity to propose eco-friendly initiatives would boost their motivation.3 This rises to 56% for Gen Z.3 Discover how your business can be part of the climate-crisis solution
Digital delivers climate dividends
Advancing digital transformation will be key as we tackle the climate emergency. Remote consultations, innovation and smart tech can all improve access to healthcare. This is while reducing carbon emissions and other environmental burdens. Explore the innovations which will protect the health of our planet and people.
Creating a climate for change
“We need to move away from the traditional ‘make-use-dispose’ economic model,” says Dr Robin Clark, Medical Director of Bupa UK. Innovations applied at our Cromwell Hospital show how sustainability can save costs and the environment. Learn how collaboration across sectors, and Bupa’s eco-Disruptive partners, are driving change.
Tackling the crisis in men's mental health
Men are at much higher risk of poor mental health than women.4, 5 But, traditional views of masculinity often prevent them from seeking help when they are experiencing problems.6 Learn how to meet this challenge and discover how one firm in a male-dominated industry is making a difference.
Investing in mental health is a priority
Analysis shows that supporting mental health and wellbeing in the workplace can increase productivity by up to 12%.7 Also, every £1 invested will deliver a return of £5.8 Discover what makes an effective workplace programme in our article. We'll also give you the tools and resources to signpost to support emotional wellbeing across your teams.
Upskill managers to support mental health
Line-managers are at the frontline when it comes to providing mental health support. But, 46% are considering quitting because of their own struggles with work-related stress.9 We explore how to support these key employees with core standards that aim to embed positive policies and good practice.
Women’s health in the workplace
Women now make up 48% of the workforce,10 menopausal women are the fastest growing demographic in the workplace,11 and employment lawyers have flagged women’s health as a hot topic for 2023.12 Offering the right support will give organisations an edge in the competition for talent says, Bupa’s Clinical Lead for Women's Health Dr Samantha Wild.
Age diversity dividends
Almost three quarters of employers are actively trying to recruit older talent.13 And the CIPD says building age-diverse teams helps to address skills and labour shortages. As the risk of health problems increases and evolves with age, in this article we explore how providing the right healthcare support will enhance recruitment and retain talent.
Addressing disability in the workplace
A third of disabled employees don’t request reasonable adjustments for fear of being treated differently, yet 80% say they are more productive, and happier, when adjustments are made.14 Learn how to support the needs of team members with different disabilities by asking questions and encouraging open communication.
Digital mental healthcare solutions
With demand for mental health support continuing to rise, AI and digital platforms provide a unique opportunity to reshape the way we deliver care. We look at the way innovative platforms such as SilverCloud, JAAQ and Bupa Blua Health empower users to make positive changes and access support.
What is quiet quitting?
Quiet quitting has been the buzzword in 2022, but what does it mean, and what does it mean for your teams? We explore how this generational shift in attitudes to work is part of a bigger challenge around engagement - and the steps you can take to address it
Financial uncertainty
Money worries can increase the risk of poor mental health and 80% of employees say stress around personal finances impacts their performance at work15. Learn how businesses can support teams and the dividends this delivers in productivity and employee retention.
Resources from the Workplace Health and Wellbeing Academy
Supporting employees with their children’s mental health
Supporting parents returning to work
Watch our latest Academy module
Supporting workers affected by their children's mental health. In this Bupa Academy bitesize video, we run through helpful manager tools and resources to support employees who have a child with mental health needs.
Supporting workers affected by their children's mental healthVisit the Workplace Health and Wellbeing Academy page for more information.
Workplace Health and Wellbeing AcademyHi everyone, and welcome to this bite size Academy module.
I'm Emma Shatliff, manager of the Bupa Academy.
In today's session, we'll be discussing how to support working parents and carers who have a child with mental health needs.
I'm delighted to be joined by Bupa case manager, Adrienne Gresty.
Thanks for joining, Adrienne.
So if we get started, 18% of children What are the issues parents and carers might face aged 7 to 16 and 22% of young people aged 17 to 21 have a probable mental health disorder.
What are some of the issues that parents and carers might face if they have a child who is suffering from mental health problems?
In 2022, 1.
2 million referrals were received into the NHS for supporting people, young people under the age of 18 with mental health concerns.
So, understandably, it's very strained and there is a huge weight, which obviously then impacts on families who are worried about their children.
The problem actually starts very early on, insofar as a lot of parents and carers don't know where to go and don't know what to do.
So that is actually one of the things that they'll ring up and ask us, what do I do?
They will also express and have within them concerns of what did they do wrong or what did they miss.
So obviously that then impacts them and their mental health as well.
So it isn't just the child, the under 18 that is struggling with it all.
Obviously as a result of that it can impact on work.
You know, we're all told that you don't take your problems into work.
But the reality actually is, is we're all human.
And that is a huge worry for parents.
And it goes into work with them.
It can affect their concentration.
It can affect their ability to be in work.
When an appointment comes up, understandably, they need to be able to take it.
So that there are those issues as well.
When their child is struggling, they may not be going to school or whatever.
And again, that can actually impact on childcare and availability for work.
So there's all sorts of things that actually are a problem.
They want to be good parents.
They want to be there for their child, and they want to be there for their work as well, because they need that income as well.
I'm guessing actually, you know, quite a lot of parents may not even want to tell work what's going on with their child because the stigma attached to mental health still, or they don't want to be perceived as, “well, you've got a lot going on at home, so, obviously, you can't do your job, but it's going to impact your output,” so they'll keep that to themselves, which will have a knock on effect on the parent.
Exactly.
It sort of snowballs.
It starts off with a worry about their child.
And then yes, it's about how is work going to see me.
Are they going to see me as unreliable?
Are my colleagues going to see me as unreliable?
And a weight at work that needs to be carried.
And then there is again that underlying worry of, are people going to actually see me as a poor parent because my child has got some concerns?
So it is about how are people going to see me as well?
It's a minefield, isn't it?
And so why is it important for organisations to support Why is it important for organisations to support parents and carers who have a child with mental health problems?
The reality actually is, is working parents constitute the largest part of the workforce.
So from an employer's point of view, we need to actually look after these people.
75% of mothers and 92% of fathers with dependent children are employed.
Those stresses and worries can impact on productivity and people's ability to actually do their work and that can take a dip.
So again, employers have a responsibility to look after their employee and enable them to actually be able to function as effectively as they can.
In conjunction with that, in a time of recruitment difficulties and recruitment and retention costs, we want to keep our people.
People who are looked after and parents who are looked after are going to say, this is a great place to work.
They're less likely to actually need to resign, and they are more likely to say to other parents, come along, this is great, they will look after you.
So you get better recruitment and you get better retention.
I think businesses as a whole have got a responsibility to do all they can to support, because ultimately these young people are our workforce of tomorrow.
So if we don't support them now and get them the necessary help and support that they need, then there's going to be problems in the future.
So as a collective, we've all got a duty, I suppose, to do something to support these people.
How can organisations support So how specifically can organisations support working parents?
So the most important thing is to make sure that it is an honest, open and safe culture to be able to say, I've got a problem at the moment and I need a bit of support with this.
In conjunction with that, employers need to actually be as flexible as they can and support people so that again, for example, when that appointment comes through, support that mum or dad to actually be able to attend that appointment.
They may need flexibility around start times.
If a person's, for example, having problems getting their child into school, they need to be able to make sure that they've gone and they're in school and they're safe.
They may need to be able to start a little bit later so that there is that, you know, how can we look at your work and the way that you're working to actually enable you to do these things because otherwise all that's going to happen that mum or dad is going to come into work and they're going to spend most of the morning worried sick that their child is actually safe and where they're supposed to be, it's really important.
There are parent support groups that can be offered.
And then we've got, signposting to mental health services.
The NHS.
Problem is that CAMS is very strained and waiting can be considerable.
If you have access through your company to, employee assistance programs, encouraging employees to use that.
The Bupa EAP actually allows dependents over 16 to, living at the same address, to actually access services as well.
Also, you know, depending upon policy eligibility and benefits, we have what's called the Bupa family mental health line, which is largely staffed by specialist mental health nurses who work or have worked in the past with younger people, adolescents and child services.
So they actually have that specialist knowledge to make suggestions of things to help support.
There's also three charities: Mind, Heads Together, and Young Minds are ones that we tend to recommend as well.
There's lots of stuff out there, and it is about encouraging people to access them and make them available so that people know where they can find them.
That can be half the battle can’t it?
Knowing where to find information.
What can managers do So what can line managers do to support working parents in these situations?
So it's really important that, managers have good open conversations and listen to their team.
Looking for signs of stress, looking for signs that they may be struggling and offer flexibility around how they're working and what they may need.
Get to know their employees so that they can actually recognise what may be supportive to them.
What approach each person needs because it's different.
Offer that time for listening.
And that may not always be in the workplace.
Sometimes outside over coffee or whatever can be less threatening.
Make sure that the communication is open and that people actually feel that it's fine to step forward, that there is no judgement there.
Help people talk and say, I've got a problem.
Think about training – increasing knowledge.
Bupa mental health hub is free, and that actually contains a wealth of information and resources which can actually broaden understanding of the problems and where to go and what to do.
So it is just about support people to feel it's okay to say I'm struggling a bit with this.
And it might be for managers, you know, you have your one-to-ones that are very much work focussed as well as checking in on wellbeing and things like that, but maybe managers, if they know that there's something going on at home, having more regular catch ups, informal catch ups, because it could be that that employee's not speaking to anyone else and they may really value that, that relationship with their manager.
And I think it is also really important that once you actually know someone, you know, you've been as a manager, you've become aware of someone having concerns and some issues and actually taking the time just to say, how's it going?
Because very often managers can actually know about an event and that's it then, it's dealt with, I’ve supported you through that, but nobody actually takes the time to then check in later about how's things still going?
Are you okay still?
From your experience talking to parents, ringing into the Bupa family mental health line?
Do they ever share, you know, how the conversations with work have gone, or how supportive their workplaces have been, and specifically line managers.
Disappointingly, it is quite often that they feel unsupported, have had a couple of calls where they've actually been really positive and they've had great support from their manager.
But if I'm completely honest, on the whole, it is still not where it needs to be.
There's improvements to be made and, you know, it is about yeah, it's an area that needs to be worked on still.
Have they said, and they may not go into that level of detail, but what, what the managers have or haven't said or, you know, why is it disappointing in what what's gone wrong for them?
From my experience, it's actually been that they know that the parents have got a child with mental health concerns.
But it's almost as if that's not impacting on the parents and therefore impacting on work.
It is that's over there.
And yes, get them seen, get them some help and everything's okay.
Right.
So it is that sort of complete loop rather than just a semicircle.
So there's definitely work still to do in that area.
Yeah, absolutely.
Well, thank you so much for taking the time to talk to me today Adrienne.
Hopefully people watching found this really useful too.
Follow our LinkedIn page
Bringing the latest news and updates directly to your news feed, in real time. We want to hear from you directly, so we encourage you to like, share, comment and ask us questions.
1NHS England, November 2022
2National Library of Medicine, Kessler RC, Berglund P, Demler O, Jin R, Merikangas KR, Walters EE, June 2005, DOI: 10.1001/archpsyc.62.6.593.
3Mind Forward Alliance, Impact of children’s mental health on working-parents
4Deloitte, The case for employers to invest in supporting working parents and a mentally health workplace, May 2024.
5Mitwally,Tala Husam Hani; Mohamed,Yasmin Galal Mostafa; Ossaily,Yasmine, The Business Case for Investing in Women’s Employment in Jordan : Amin Kawar and Sons (AKS) - Reaping the Benefits of Family-Friendly Policies, 2021.
6Totaljobs, 2023.
7British Fertility society, 2023.
8Royal College of Psychiatrists, 2018.
9Fathers' views and experiences of their own mental health during pregnancy and the first postnatal year: a qualitative interview study of men participating in the UK Born and Bred in Yorkshire (BaBY) cohort, 2017, DOI: 10.1186/s12884-017-1229-4.
10National council for adoption, 2021.
11European Monitoring Centre for Drugs and Drug Addiction, 2022
12Institute of Alcohol Studies, 2020. (PDF, 0.6MB)
13Bupa, 2023. (PDF, 1.7MB)
14Office for National Statistics, 2022.
15Office for National Statistics, 2021.
16Women and Equalities Committee, 2019. (PDF, 0.2MB)
17Mental Health Foundation, date unknown.
18Deloitte, 2020.
19UKG, 2023.
20Resolution Foundation, 2021.
21Department for Work & Pensions, 2015. (PDF, 0.3MB)
22Keystone Law, 2023.
23HR Magazine, 2022
24YouGov, 2020.
25Yulife, 2022.
26 CIPD, 2022. (PDF, 0.6MB)
Bupa health insurance is provided by Bupa Insurance Limited. Registered in England and Wales with registration number 3956433. Bupa Insurance Limited is authorised by the Prudential Regulation Authority and regulated by the Financial Conduct Authority and the Prudential Regulation Authority. Arranged and administered by Bupa Insurance Services Limited, which is authorised and regulated by the Financial Conduct Authority. Registered in England and Wales with registration number 38 29851. Registered office: 1 Angel Court, London, EC2R 7HJ.
Bupa Health Trusts are administered by Bupa Insurance Services Limited. Registered in England and Wales No. 3829851. Registered office: 1 Angel Court, London EC2R 7HJ © Bupa 2024