On Site Massage - Priceless...

Corporate on site massage has become more popular over the last ten years with many employers contracting a therapist full time. During boom times this was often fully subsidised however employee funded schemes are becoming more commonplace.

For those who aren't quite sure what it's about. On site massage is typically a short seated massage done over clothing and addressing problem areas such as shoulders, arms, hands, neck and head. These areas are prone to strain and tension in desk bound employees.

On site massage is an inexpensive employee perk with massive return on investment.  It has been shown to reduce the risk of repetitive strain injury (carpal tunnel syndrome etc), relieve muscular aches and pains as well as improving mood. Moreover the treatment has been proven to lower blood pressure, anxiety and has been recommended in the treatment of depression. 

For the company it equates to fewer sick days, fewer instances of litigation (stress related claims), an improved work environment and most importantly for the bottom line - a marked increase in productivity.

On site massage is a small but key part of any work life balance plan. The benefits are clear and well documented. The only question remaining - is it offered in your workplace?

Work Life Balance offers both partially/fully subsidised schemes as well as employee funded visits.

For bookings and further information please contact info@myworklifebalance.ie or visit http://www.myworklifebalance.ie/

Suicide: "You can't bring that word in here..."

Amnesty International has spoken out about the resistance encountered when running suicide prevention workshops in companies around the country. With over 40 hours spent at work each week – employers are in prime position to spot signs of depression and anxiety in their staff but still mental health taboos prevent appropriate action.

Worrying statistics were released recently indicating a rise in suicide in Ireland. Last year there was an increase of 100 cases from the previous year with some suicide prevention help lines reporting numbers of callers had doubled in 12 months.

There has been huge upheaval in recent times – job changes, redundancies, wage cuts, increased pressures and strained relationships are commonplace yet mental health issues associated with such levels of change; depression and suicide still seem to be unmentionable in the workplace.

A recent study by DCU showed that half of all people surveyed did not want anyone at all to know that they had a mental health problem. 43% surveyed also felt that they had been treated unfairly in retaining their job once their problems came to light.

 The charity Aware recommends reaching out and availing of the supports and help that is offered.   Attempting to cope with depression or anxiety can be tough without trying to keep colleagues and employers in the dark. It’s difficult, painful and should be completely unnecessary.

Ireland attitude towards mental illness has historically been appalling.  We once held the world record for institutionalising its citizens with a huge proportion of the population in psychiatric institutions.  Times and treatments have moved on but attitudes are very slow to change on the subject of mental health.

Educating staff and front line managers is essential in creating and maintaining a healthy work environment.  Learning to spot early warning signs could be the difference between life and death.  Watch for extreme behavioural changes. – An extravert becoming increasingly quiet and vice versa, a colleague who never drank, drinking heavily etc. 

Employee Assistance Programmes are not expensive yet many companies still go without, despite the possible ramifications. Very basic employee assistance should incorporate phone based crisis support with professionals trained to give advice and deal with issues, concerns and worries. 

Until a dialogue is opened up about mental health in the workplace the taboo will remain. Education and frank discussion is essential to bring about necessary change.

If you are suffering from depression or anxiety speak to your GP and a trusted friend/colleague.  Don’t suffer in silence. For more information visit Aware at www.aware.ie.

For further advice on setting up an effective EAP in your workplace contact info@myworklifebalance.ie

Paternity Leave - a lot to be desired

Under EU proposals last year, Ireland could soon be forced to readdress current legislation regarding paternity leave. Irish representatives at the council of the European Parliament along with a majority of other countries objected strongly.

Why? On the basis that employers could not afford such a change in the current economic climate.

The UK seem to be embracing the guidelines and plans are set to be introduced in April which will allow mothers to transfer any of their maternity leave to their partner. Currently this leave is unpaid but there has been much discussion regarding a proposed 10 month paid paternity leave.

So will Irish employers be forced to follow suit? Currently women are entitled to 26 weeks leave with benefit and an additional 16 weeks unpaid.  Many employers do allow new dads unpaid or annual leave but there is absolutely no obligation on the employer. Some companies do allow ‘special leave’ when their child is born however this is on average 2 working days.

Culturally changes to paternity leave legislation have been met with mixed reactions. When Canadian law changed some time ago allowing lengthy periods of paid paternity leave, there was little or no uptake. Studies showed that socially it was still unacceptable for a man to stay at home even if it was financially the best solution for the couple.  There was also the fear of being at a disadvantage when it came to returning to the workplace.  This is in complete contrast with Scandinavian countries where it is viewed negatively if an employee refuses to take due leave. So how would it fit in with modern Irish society?

Officially no study has been done so far with regards to the kind of uptake to expect however it is estimated that it would cost €300m to implement here. Provisional numbers in the UK show that almost half of all working fathers plan to avail of the new legislation after April.

The Equality Authority has spoken out in favour of the move. They believe that legislation has not been kept up to date with the changing gender roles in modern Ireland.  The Irish Small and Medium Enterprise Association pointed out however that if someone is on leave you must pay them while also paying for a replacement. At a time when small businesses can ill afford additional costs, this kind of proposal may bankrupt them. In Ireland it would be up to the legislators to decide if it would be the employer or the government to foot the bill for paternity benefit.  There is worry that the additional financial implications of any changes may be the straw that breaks the back of small to medium enterprise in Ireland.

Changes to employment equality legislation have always been slow and historically met with significant fear and resistance however there may be no choice in that matter soon.  Given the huge opposition the by  the majority in the European Parliament, the issue is likely to be shelved for a little while but with our neighbours in the UK introducing benefits far beyond the EU recommendations it’s likely to become a familiar topic in the weeks to come.