Support for specific issues

There is guidance on help and support in an emergency or crisis. If you or a colleague are in danger, call 999.

If you're struggling with any kind of health issue, your manager should follow the general advice for any employee with any wellbeing concern. 

For example they can:

• refer you to occupational health​ to help explore reasonable adjustments
• discuss flexible working and taking time off if necessary
• help you take advantage of our employee assistance programme and other services for therapy, information and advice

Work-related health conditions

Work-related health conditions include strain or injury due to:

• manual work such as using tools
• the way your workplace is set up such as your screen, desk or office chair

Common conditions include back, arm or leg pain.

If you think your health is being affected by your work, speak to your managers as they may need to carry out a health and safety assessment or can refer you to occupational health for further support.

If you are experiencing stress at work, discuss this with your manager who can take steps to help you to manage stress in the workplace.

Disabilities and illnesses

If you have a disability or are unwell, we are here to support you.

You can find information on disability support, including disability passports and Access to Work.

We also have a disabled employees network and a Viva Engage community for disabled employees.

Cancer

​Cancer affects people emotionally, financially and physically.

If you have cancer the law considers this a disability and you are protected by the Equality Act 2010.

Talk to your manager about how are feeling and what you would want them disclose to work colleagues, if anything at all.

You might want to discuss options for flexible working or time off for appointments or treatment and making referrals to occupational health or counselling. You may also want to talk about what support you are getting from the GP and other agencies.

Supporting a team member through cancer

Work can be important for some people living with cancer.  A job can restore normality, routine, stability, social contact and income. Remaining at work can also help promote recovery and lead to better health outcomes. As a manager, you can support an employee by making some simple adjustments that could make a big difference including:

• allowing time off for medical appointments
• offering flexible working arrangements
• organising a phased return

Advice on managing cancer in the workplace and financial support if you have cancer

Macmillan Cancer Support give advice on managing cancer in the workplace.

Cancer Research UK also give advice on managing cancer in the workplace and financial support if you have cancer.

Menopause

Three quarters of our employees are female and more than two thirds of our employees are between 40 and 64 years old. This means many may need additional consideration, support, and adjustments before (perimenopause), during and after the menopause. It is important that if you need extra support during this time that you’re treated with understanding, dignity and respect.

Managing the effects of the menopause support at work

There is a useful guide for line managers​ from the Chartered Institute of Personnel and Development. This aims to help managers create a supportive environment and be confident managing colleagues with menopausal symptoms.

Employee menopause wellbeing resources

You can:

• join the menopause channel of the women's network​ for peer support, ideas and information sharing
• get advice and support from the British Menopause Society
• visit the NHS website's for information on the menopause