​Prime Minister Boris Johnson has confirmed that the scrapping of coronavirus lockdown measures – which were set to take place on June 21, 2021 – has been delayed by four weeks in England. In a televised national address last night (June 14, 2021), it was announced that the last step in the Government’s ‘roadmap’ out of lockdown is now set to take place from July 19, 2021. This final step, according to the Mirror, should have seen the removal of most remaining restrictions in England. Johnson said that the spread of the Delta variant resulted in them being “faced [with] a very difficult choice”.What does this mean for HR?With the news that lockdown easing has been delayed, HR will be thinking about its role within this. From the furlough scheme to employee wellbeing and health and safety, HR Grapevine spoke to several experts to find out more.Employee wellbeingStaff wellbeing has always been a top priority for HR. As such, it is crucial that workers who are struggling have access to appropriate levels of support. Shelly Asquith, TUC’s Health, Safety and Wellbeing Officer told HR Grapevine: “The delay might feel like a setback for some workers who want to get back to their workplaces and see their colleagues. But, with cases rising, everyone who can work from home should continue to do so.” Asquith went on to explain that employers and HR have a responsibility to protect the health of workers – whether this is physical or mental health.With data published in Close Brothers’ Expecting the unexpected: a spotlight on preparing for a crisis report, finding that 51% of staff have experienced an increase in worries relating to mental health due to the pandemic, this should continue to be a top priority for HR. She added: “Workers who are finding the pandemic challenging for their mental health can talk to their union reps and line managers about accessing support, and the best ways of tackling causes of work-related stress. "When the time is right for the Government to remove restrictions, all workers must know their workplaces have been thoroughly risk assessed for [COVID-19]. “The Government must consult unions and employers on updated safety guidance for all types of workplace ahead of the final unlocking,” the TUC’s health, safety and wellbeing officer added.Health and safetyKaren Holden, CEO of A City Law Firm told HR Grapevine that there isn’t anything that will really change in a practical sense from today onwards for businesses and its staff “as we maintain the same restrictions and provisions”. She explained: “The same risk assessments, masks and social distancing is required. Many were not anticipating a full workforce return on June 21 and its dependant on also vaccination role out.” Another consideration for employers, according to the legal expert, is that cashflow could become a “real issue”. This is because “…some businesses may have recalled staff from furlough especially those that work in a nightclub in anticipation of re-opening so will need to potentially reissue a further furlough agreement”.FurloughIn addition to this, with reports suggesting that the UK Government won't be adjusting the furlough winddown timeline to address this extension, this could be a problem for some employers. As of July 1, 2021, furlough contributions will go down to 70%, with this reducing even further to 60% between August and September. “So, businesses will need to find more money to cover its staff salaries, whilst potentially not operating fully or at all,” Holden added. “This is where communication, budget and replanning is going to be essential. We strongly recommend HR give as much notice and clarity to staff as possible.  “HR may now face additional redundancies, that are now inevitable, or questions from staff due to return, but now asked to remain on furlough,” the legal expert continued.Elsewhere, the TUC has urged ministers to extend the furlough scheme in line with the restrictions. Frances O’Grady, TUC General Secretary, said that last night’s announcement means that many staff and employers will need greater help – particularly those in the hospitality or arts sectors. O’Grady added: “Ministers must step up and provide targeted support for these industries. We can't afford for more companies to go the wall, taking good jobs with them.  “Government must delay asking businesses to make contributions to the furlough scheme in July and extend the scheme as long as needed.” Biggest HR challenges & overcoming themBen Willmott, Head of Public Policy at the CIPD, told HR Grapevine that while the extension of the current restrictions was anticipated, it will “still be a blow”, for sectors including hospitality and tourism. He said: “Trade bodies in both sectors have warned that businesses could go under because of this latest extension. “It’s likely that many employers in the worst affected sectors which were planning to bring workers back, will now keep them furloughed or re-furlough them.  “Workers themselves could be worried about their job security and frustrated that their return to work has been delayed.” When mitigating these challenges, the CIPD expert suggested several things including keeping in touch with furloughed staff, signposting them to support services if needed and checking in on wellbeing. “They should also use the opportunity to provide any additional training for employees including those furloughed, to make productive use of the time available. “Employers can also use this extra time by engaging with staff to consider the best way of optimising future home and hybrid working arrangements for both individuals and the business, as well as enhancing other forms of flexible working,” Willmott concluded.​Source: HR Grapevine

​Back in May 2019, the World Health Organisation (WHO) confirmed that it would recognise the growing issue of corporate burnout as a medical condition.Since this development, burnout has become more and more recognised among workforces, with employers working to tackle the issue that employees may be facing, particularly throughout the global pandemic where stress levels have rocketed.A recent study from RSA’s Matthew Taylor and Vitality supports this, as it discovered that multiple lockdowns worsened employee physical health and mental health.Now, a new report of NHS and care staff in England has found that they are so burnt out that it has become an “emergency” and risks the future of the health service.Burnout before the pandemicThe House of Commons Health and Social Care Committee’s report, Workforce burnout and resilience in the NHS, stated: “The emergency that workforce burnout has become will not be solved without a total overhaul of the way the NHS does workforce planning.”It added that workers are “exhausted” and “overstretched” due to staff shortages and that these issues existed before the pandemic struck. However, it noted that the crisis has exacerbated these pressures.The report noted: “Against a context of workforce shortages, funding pressures and reconfiguration of services, concerns about the morale of the NHS and social care workforce are not new.”It pointed out that even before the pandemic that one-third of doctors who responded to a survey published by the BMJ in January 2020 were described as burnt out.“But following that, the Covid-19 pandemic had increased workforce pressures exponentially. 92% of trusts told NHS providers they had concerns about staff wellbeing, stress and burnout following the pandemic,” it added.Dr David Wrigley from the British Medical Association continued: “Health and care staff suffered stress and work-related anxiety before the pandemic, but it is now far more serious and we believe the current level of staff burnout and stress presents a worrying risk to the future functioning of the health and care system and safe patient care,” as was reported by the BBC.How HR can tackle burnoutWith the issue of burnout continuing to impact NHS and care staff, it’s important for HR leaders to consider how it is also affecting the people function.This comes after data from last month suggested that UK HR professionals could be suffering more than global counterparts with things such as work-life balance and the potential risk of burnout.Culture Amp, who carried out the research, found that just over two-thirds (64%) of global people leaders said that they weren’t able to properly switch off from work and rest and recuperate in Q2 2020.Nick Matthews, General Manager and Vice President EMEA, at Culture Amp, told HR Grapevine that more work could be done to support HR leaders when it comes to burnout, particularly as people teams are likely to be the last ones to experience “the hangover from the pandemic so their wellbeing needs to be prioritised in the long term”.Employers should therefore think about how they can offer more support to HR leaders. This could be achieved by holding regular check-ins with staff and promoting an honest culture where HR leaders feel comfortable to discuss any issues they may be facing.Matthews also supported this: “HR has a unique and increasingly strategic role within the organisation. It’s important that support, such as regular check-ins, peer support and coaching, is provided which reflects this.“Employers should consider looking at how HR roles can be rescoped to alleviate the pressure and resource people teams appropriately” he added.​​Source: HR Grapevine

​​​There is no doubt that the impact of the coronavirus on the way we work will be long-lasting, if not permanent. Optimists highlight a silver lining of the pandemic’s disruption being the chance to rethink and improve our businesses for the better. ​Perhaps the biggest (or certainly most talked about) opportunity is around flexibility and the type of jobs companies offer. While there have been some high-profile pioneers, a fuller picture of what leaders' long-term plans are is still emerging. A recent survey sheds some light into what we could expect. ​The Institute of Directors surveyed 583 business leaders between March 11-29 2021, to gauge how they plan to change their long-term recruitment and workplace practices. ​Over half (57%) of respondents said they are considering or planning to use more virtual interviewing practices; 26% plan to hire under more flexible, short-term contracts. ​The benefits of doing so are clear when it comes to inclusion. Being able to dial in via video, instead of facing an arduous journey on public transport or in traffic, can make the process easier for some disabled candidates to apply for example - it also widens the net to talent outside of a firm’s immediate geographical location. ​But these practices also place greater demands on the broader skillsets of directors, says Joe Fitzsimons, a senior policy advisor at the IoD. “Recruiting and onboarding employees at a distance, particularly for less experienced individuals at the early stages of their career, can prove challenging.” ​The survey also suggests that companies, buoyed by the results of forced homeworking, plan to introduce more flexibility into their working day and workspaces - 81% said they plan to explore more flexible options, while 32% said that they plan to reduce office space. But only one fifth suggest that they plan to make use of a co-working space, suggesting that any dedicated office shrinkage will be in favour of home-working. For those keeping their physical spaces, 22% plan to repurpose offices to be more open plan or have more social spaces, and 21% are considering hot-desking. ​Quite how reflective this is of wider employer views is hard to say, but one thing is for sure, don’t expect to simply carry on as before. Businesses will need to adapt their ways of working, how they measure their staff and ensure that they have the adequate technology and skills to make it work long term. Managers will also need to be up to the task.

If changing jobs is a big step then changing careers is HUGE - we get it! Which is why we did a Q&A session with one of our very happy candidates, Nicola Collins, who we placed as a Disability Analyst at our client, Atos. If at the end of this blog, you still have some questions then why not get in touch with one of our experienced consultants who can talk you through the process in more detail.How long have you been in the job?I have been in my position for 6 months. This was the training period and I have now just been signed off as a Disability Analyst.  How did you find the application process?The application process was different to the NHS and agency jobs I previously held; it had been a long time since I held a more office-based role. I felt very supported throughout the process by Sam at Meridian. Atos also made the application journey clear. What did you do prior to this role?I was a 'jack of all trades' nurse so to speak. I started my career in renal nursing and then moved to the emergency floor/A&E. In the 2 years (approximately) to applying for this role I was working for a nursing agency. With the nursing agency I worked on many wards but mostly throughout the emergency floor.   What made you want to become a DA?I felt like a change was needed and preferably something that offered more of a work-life balance but still would keep my nursing skills relevant and let me speak to people. What’s a typical day on the job like?The job is always different! You never know what case you will open up on any given day. You may come across conditions that you had not heard of and learn something new. You will talk to claimants, and health care professionals throughout the day so it's always changing. What’s the best thing about the job?The people! You will have a manager and a clinical support lead as well as colleagues that are all on hand to help support you through the training journey. There are opportunities for reflection and training. This job has also provided me with a great work life balance.  What would you say to anyone thinking about becoming a DA?'What have you got to lose...?' I can guarantee any doubts, fears or anxiety regarding a change away from the clinical side of healthcare will have been experienced by others in your shoes. I certainly have had my doubts on whether I would be successful in my role, still do to a certain extent, but I love my job at the moment and am so glad I gave it a go. You never know until you try! If you still have some questions, then why not get in touch with one of our experienced consultants who can talk you through the process in more detail.

Interested in becoming a Disability Assessor but not sure it the right job for you? Well don't just take our word for it, here is a testimonial for someone we recently placed. ​5/5 stars really isn’t enough to express my thanks to Samantha (Hughes) for everything she has done for me throughout this process. I have had awful experiences with many different recruiters over the years and was a little sceptical I was in for the same again. I could not have been more wrong. From the moment we made contact, Samantha was warm and engaging, very easy to talk to with an honest, no nonsense approach that I clicked with straight away. She went above and beyond on every occasion, constantly updating me on every little step of the process. She even took hours out of personal weekend time to spend helping me prepare for interview! Her belief in me and all her time and efforts left me very well prepared for interview and confident I had all I needed to succeed. I was successful in securing the post but I know it would have been a very difficult process without Samantha’s support. Her patience and encouragement, as well as her fantastic sense of humour has made this whole experience thoroughly enjoyable, and I simply cannot recommend her highly enough! Thank you Samantha, you really are a star!I found the process very straightforward because my consultant Samantha was constantly updating me on what needed to be done and completed accordingly. The online portal also very easy to follow. No issues at all.Recruit more consultants like Samantha!! She is on top of her game and born for the role - I wish I had met her years ago and saved myself a lot of hassle and heartache!Click hereto view our Disability Assessor jobs.

A disability assessor is a caring and compassionate medical professional who is able to impartially and thoroughly assesses the personal situations of those with a physical and/or mental health disability to see if they qualify for Personal Independence Payment (PIP).As an Assessor, you will utilise your clinical knowledge and broad-based medical experience by carrying out face to face assessments and examinations in a holistic manner. Such assessments focus on how a person's health condition(s) may have an impact on day-to-day life. The role will require you to use IT systems and software to write clear and concise medical reports which will later be used for decision making purposes.​The Benefits Explained:There are lots of benefits to being a Disability Assessor but one of the main attractions in gaining a better work life balance - No weekends, nights or bank holidays are required. Here are some more of the benefits!25 days' annual leave + 8 bank holidays, with the option to buy and sell annual leavePension scheme, matching up to 10% of your contributionsLife assurance, private medical insurance and medical indemnity insuranceReimbursement of your annual NMC/HCPC registration feeHealth screening every two years, after one year's serviceThorough in-house and professional training and development, covering well over the required CPD hours to revalidate and maintain your professional registrationAll flexible benefits can be tailored to your requirement and lifestyle: travel or dental insurance, childcare vouchers, cycle to work scheme and many more​If you are interested in the Disability Assessor position and would like to start an application, then please click here for our latest roles. Alternatively, to find out further information or to have a confidential conversation please call 0151 556 2090.

The global pandemic has understandably led to a  rise in mental health issues, so taking care of your mind as well as your body is really important. You may feel bored, frustrated or lonely. You may also be low, worried or anxious, or concerned about your finances, your health or those close to you.It's important to remember that it is OK to feel this way and that everyone reacts differently. Remember, this situation is temporary and, for most of us, these feelings will pass.There are a number of things you can do to help look after your mental health.1. Talk about your feelingsThere is a reason why people say and problem shared is a problem halved! Talking can be a way to cope with a problem you’ve been carrying around in your head for a while. Just being listened to can help you feel supported and less alone. And it works both ways. If you open up, it might encourage others to do the same.Talking about your feelings isn’t a sign of weakness. It’s part of taking charge of your wellbeing and doing what you can to stay healthy.2. Eat Well There are strong links between what we eat and how we feel, for example, caffeine and sugar can have an immediate effect. Food can also have a long-lasting effect on your mental health. Your brain needs a mix of nutrients to stay healthy and function well, just like the other organs in your body.A diet that’s good for your physical health is also good for your mental health.A healthy balanced diet includes:lots of different types of fruit and vegetableswholegrain cereals or breadnuts and seedsdairy productsoily fishplenty of water.Eat at least three meals each day and drink plenty of water, the NHS advises we should drink about 1.2 litres (6-8 glasses a day) to stop us getting dehydrated. Try to limit how many high-caffeine or sugary drinks you have, and avoid too much alcohol.Plan you meals and pre-prepare meals where possible to ensure you make healthy choices and don't feel stressed or overwhelmed at meal times. 3. Keep in touch Strong family ties and supportive friends can help you deal with the stresses of life. Friends and family can make you feel included and cared for. They can offer different views from whatever’s going on inside your own head. They can help keep you active, keep you grounded and help you solve practical problems.There’s nothing better than catching up with someone face-to-face. But as that might not be possible right now, give them a call, drop them a note or chat to them online instead. Keep the lines of communication open. It’s good for you!4. Exercise Exercise releases chemicals like endorphins and serotonin that improve your mood. If you exercise regularly, it can reduce your stress and symptoms of mental health conditions like depression and anxiety, and help with recovery from mental health issues. According to advice from the World Health Organisation adults aged over 18 years:should do a total of at least 150 minutes of moderate-intensity physical activity throughout the week, or at least 75 minutes of vigorous-intensity physical activity throughout the week, including muscle-strengthening activities 2 or more days per week.older adults with poor mobility should do physical activity to enhance balance and prevent falls on 3 or more days per week.But any physical activity is better than none. Start with small amounts of an activity you enjoy such as walking or cycling and gradually increase duration, frequency and intensity over time.5. Do something you enjoyThink about the activities you genuinely enjoy and can lose yourself in. Maybe it's a hobby you haven't done for a while but used to enjoy. Enjoying yourself helps beat stress. Doing an activity you enjoy probably means you’re good at it and achieving something boosts your self-esteem.Concentrating on a hobby like gardening, baking or reading can help you forget your worries for a while and change your mood.Source: Mental Health Foundation

People who have been shielding could become "prisoners in their own homes" due to a loss of confidence after months indoors due to the COVID-19 pandemic. There is a real fear for many of us about reintegration into society. This for many is leading to increased bouts of anxiety and restlessness. Anxiety because they wonder “how it will be” and will they “fit in”. Restlessness because of an underlying fear that they may not cope once back in the world of “bustle” and being around lots of people again. “What will I talk about? Will I be safe? How will I cope with people and noise again?” are all questions that may be running through our minds. These are all real fears and need to be acknowledged and talked about so that the stigma of difference is “open and accepted”. Amid a rise in reports of loneliness, some people fear a struggle to re-integrate as lockdown eases. People who have been affected by feelings of loneliness and isolation as a result of lockdowns could find it difficult to re-integrate as lockdown restrictions ease. Those particularly affected by a lack of social contact could find themselves "left behind" and "stuck". The Office for National Statistics ran a survey from October 2020 to February 2021, which found the level of loneliness across the UK had increased since spring 2020. The results also showed the percentage of people who felt "often or always" lonely in parts of Northern England was double the national average. The Office for National Statistics also said places with younger populations tended to have higher levels of loneliness, which was also tied closely to unemployment during the pandemic. Many of us have a certain anxiety about having to return to these big places and social gatherings, not necessarily because we don’t want to, but because we have lived in our own “safe place” for long now and going “out there” can be quite scary. Robin Hewings, director of the Campaign to End Loneliness, says there is concern that people may be left behind in loneliness as lockdown restrictions ease. The lockdowns did have a big impact on our wellbeing Isolation has a "large impact on self-esteem", making it harder for people to pick up the phone and reach out to others for help Some people, they may feel a bit left behind and stuck in that lonelinessWhat can I do to tackle loneliness?It should be "a job for all of us" to reach out to those feeling lonely "so they're not having to make the first move" If you can, maybe reach out to your manager and discuss your concerns Think is there any family member or a friend that you can speak with For more information on loneliness please see the below link to a previous webinar that Care first have put together on “Loneliness during the COVID-19 Pandemic” https://www.youtube.com/watch?v=315-3pneac4 What support is available?The Campaign to End Loneliness says Advice lines and websites are available for those whose wellbeing has been affected by lockdown isolation People can also approach their GP who may refer them onto a social prescribing link worker, who help support people into activities which reduce loneliness, such as social clubs, classes or sports teams There's a great misconception that when people think of loneliness they only think of older people who are living alone. And yet, our young people have struggled as much (if not more so) in some areas of the country. The Pandemic has impacted the lives of everyone in some way. We know there has been an increase in alcohol misuse, the emergence of diagnosable Mental illness and sadly, an increase in suicide. Some of this has been as a direct cause of the lockdowns. How can Care first help?If you feel you may need some emotional or practical support, you can contact Care first on the Freephone number. Care first is a leading provider of confidential, professional counselling, information and advice services. Whilst our BACP accredited Counsellors are available 24/7 to provide support with emotional issues, our expertly trained Information Specialists are available 8am-8pm Monday-Friday to provide advice on any practical issues that may be causing you a stress or worry and help you feel more in control of a situation. All employees are eligible to use Care first, our services include; telephone counselling, information services and online support. Call Care first on the Freephone number provided by your organisation and you can speak to a professional in confidence. Source: Care First

​Most people have heard of diagnoses such as Depression, Anxiety or Bipolar disorder. Importantly having a diagnosis doesn’t necessarily mean that someone's mental health is poor at the moment. They could have a diagnosis of a particular mental health condition but be able to function effectively at work and home right now. Equally, people without a diagnosis can also experience periods of poor mental health.It is important to be able to recognise the possible signs of deteriorating mental health, both in yourself and in others. Below are some of the commonly seen signs of poor mental health. It is important to note that these symptoms can be seen in people who have good mental health, and equally, those struggling with their mental health may also not display all or any of these signs. Early signs of poor mental health Poor concentration Being easily distracted Worrying moreTearfulness & low mood Tiredness and lack of energy Sleeping more or less Talking less and avoiding social activities Finding it hard to make decisions Feeling less interested in day-to-day activities Feeling overwhelmed by things Irritability and short temper ​If you feel you may need some emotional or practical support, there are lots of places you can go for support. Please click here for a list of helplines that provide emotional and crisis support for everyone affected by mental ill health

​With some employers and HR starting to think about returning to a central place of work, new research has detailed the parts of the return to office life that Brits aren’t looking forward to.Recent polling from Ipsos MORI – which took place before the easing of COVID-19 restrictions on May 17, 2021 – asked Brits how excited they were to do certain things when coronavirus restrictions end.Within this, it found that some UK staff aren’t looking forward to the prospect of the work commute.21% of survey respondents said that they were not looking forward to commuting to and from their place of work.When it came to seeing colleagues again in person 15% said that they are not looking forward to this.Elsewhere, the study found that Brits were also thinking about their work wardrobe. 19% said that they are not looking forward to dressing in smart clothes when going into work.The above three statements were asked to those currently employed.Ipsos MORI polled a sample of 1,069 adults aged between 18 and 75-years old in Great Britain between May 11 and 12, 2021.Return to work & worker worriesThe idea of returning to the office could spark worries for workers as other data has pointed towards.For example, the Supporting Your Remote Workforce in 2021 and Beyond study found that around 40% of UK office workers were worried about catching coronavirus from their colleagues by returning to work.Separate data from CPD Online College found that 16% said that they were concerned about being away from family.Other worries cited in CPD Online College's research included leaving pets at home alone, lack of flexibility and workplace bullying and sexual harassment returning.Some people could be concerned about the financial impact of commuting after more than a year of working from home.For example, MoneySupermarket data found that lockdown homeworkers saved an average of £126 per month on commuting since March 2020, so it is possible that this will still be a top concern.A ‘myriad of worries’Vicki Field, an Independent HR Practitioner, previously told HR Grapevine that as people experts, the HR function needs to understand that people will be experiencing different anxieties when offices do reopen.Whether this is the prospect of using public transport again “or any other of the myriad of worries and anxieties that mean we are human”, the individual concerns of staff should be at the forefront of HR’s mind.To ensure that worker worries are properly supported, Field said that HR should try to understand the individual worries of staff and think about how they can mitigate this.“The first thing is to try and understand each person’s anxiety and work to mitigate it. Does the person have to be back in the office? If not, let them work out their own ‘return to office’ plan,” Field explained.“Any change can cause fear and anxiety so giving someone control over the change, lessens the negative emotions,” Field concluded.Source: HR Grapevine