Cranswick Muscles Up
Social media health obsessions in recent years have spanned 'clean eating', superfoods and, lately, protein intake. That's helping Cranswick muscle up.
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Fox News
26 minutes ago
- Fox News
Mosquito-borne virus spreading through China causes high fever, joint pain
A mosquito-borne virus has led to a widespread outbreak in China, sparking concerns about global impact. The U.S. Centers for Disease Control and Prevention (CDC) has issued a Level 2 alert for an outbreak of chikungunya virus in the Guangdong Province, where health officials have reported more than 7,000 cases as of Wednesday, per the AP. The virus spreads when a mosquito feeds on an infected person and then bites another person. There are efforts underway to control the mosquitoes spreading the virus, including the use of nets, insecticide and drones, the report stated. Chikungunya cases have also been spreading throughout Europe, according to the European Centre for Disease Prevention and Control (ECDC). Since the beginning of 2025, approximately 240,000 CHIKVD cases and 90 deaths have been reported in 16 countries and territories, including the Americas, Africa, Asia and Europe, the health agency reported in July. There have been no confirmed locally acquired cases in the U.S. since 2019, according to CDC data. Common symptoms of chikungunya include high fever and joint pain, according to Dr. Marc Siegel, Fox News senior medical analyst. They usually begin between three and seven days after being bitten by an infected mosquito. Some people may also experience headache, joint swelling, rash and muscle pain, the CDC stated. In most cases, symptoms abate within a week, but some may suffer from severe joint pain for months or years after infection. "Occasionally, neurological complications arise, including encephalitis (swelling of the brain)." "Occasionally, neurological complications arise, including encephalitis (swelling of the brain)," Siegel cautioned. People at highest risk of severe illness include adults 65 and older, newborns and people with comorbidities, such as heart disease or diabetes, the CDC said. Chikungunya is rarely fatal. The chikungunya virus is not transmitted among humans, and cannot be spread through physical contact, coughing or sneezing, the CDC stated. While there have been cases of chikungunya in Southeast Asia, the high volume in Southern China is new, Siegel noted. "China's strategy for containment is also very restrictive and draconian, and won't likely work," he told Fox News Digital. The country has shared plans to use drones to seek out standing water where mosquitoes breed, as well as spraying parks, public places and even people with insect repellents, the doctor said. "Officials are going door to door dressed in red vests and fining or arresting anyone who has still water," Siegel said, citing a New York Times report. "They are also quarantining sick people in the hospital for a week under mosquito netting." Another tactic is using elephant mosquitoes, which produce larvae that eat the Aedes mosquitoes that spread the virus, Siegel added. "None of this is likely to work, as people live too close together and these mosquitoes breed easily," he said. There are not currently any specific medications to treat chikungunya virus. The best way to keep the virus at bay is to prevent mosquito bites, according to experts. Recommended prevention strategies include using EPA-registered insect repellent, wearing long-sleeved shirts and pants, keeping screens on windows, using mosquito netting if sleeping outside, and treating clothing and gear with 0.5% permethrin (a synthetic chemical used primarily as an insecticide). For more Health articles, visit Two vaccines are available in the U.S. — a live-attenuated vaccine (IXCHIQ) and a virus-like particle vaccine (VIMKUNYA), which may be recommended for higher-risk travelers who plan to visit places where the virus is prevalent, the CDC stated. Travelers should speak with a healthcare provider to determine whether they are candidates for the vaccine.
Forbes
2 hours ago
- Forbes
Do Employers Have A Rational Fear Of Hiring Disabled Staff?
Sir Charlie Mayfield, a stalwart of the UK business community and advisor to Liz Kendall, Work and Pensions Secretary, has recently been quoted in The Times stating that employers have a 'rational' fear of hiring disabled staff. During his review of workplace sickness, Mayfield concluded that adapting work to staff with health problems was a huge issue that required employers to change, but suggested extra duties on businesses were not the answer. He said: "We've got a large amount of legislation which places requirements on employers and it's partly because of that that a lot of employers see it as risky to employ disabled people. And so quite rationally, they don't, even though we all know that's not the right outcome." The context for these comments is one in which 2.5 million UK workers are permanently off sick, and 8.7 million workers identifying as disabled. There's been an increase of 800,000 people too unwell to work since 2019, which is unsustainable for workers, their life outcomes and financial stability as well as the national economy. Rights Versus Reality? So are Mayfield's comments and his discovery report for the Department of Work and Pensions yet another stick with which to beat disabled people? Or are his remarks click bait headlines, papering over some well reasoned insights which need to be surfaced, understood and addressed? Mayfield commented on the rise in Employment Tribunals and the extra duties on UK businesses: The present approach "pitches rights against reality. If someone's ill and they have a fit note, there's a stand-off almost between that person and their employer, who could be part of the solution. We need to move from a position where too much of this is about risk and fear, to one where we humanise this and encourage people to be talking of finding solutions." The adversarial narratives that exist between communities of lived experience and employers has swiftly deepened in recent years, with each group finding very different sources of advice online and increases in perceptions of conflict and unfairness from all sides – employee, colleague and employer. However, read deeper into the report, and Mayfield is recommending an incentivisation approach to disability employment (the proverbial 'carrot', rather than the legislative 'stick'). Crucially, he recommends that employers intervene early when someone is struggling, rather than lagging in the provision of adjustments or support. Indeed, failure to provide timely intervention is a frequent cause of employment tribunals, with compensation up to £230,000 in one recent case. A shift in responsiveness would be very welcome by the disabled and neurodivergent community and it seems pretty logical. Government support and incentives for early intervention seem rational, but we will need to think carefully about what to provide. Early Intervention Guidance Advice on disability adjustments for individuals from the government service Access to Work or in-house / private Occupational Health is routinely a first port of call for employees and employers respectively. Access to Work has been a lifeline for employees over the past few decades, and has funded services and equipment that exceeds the budgets of many small businesses. However, it has become so log jammed that there is a community pressure group now set up to raise awareness of the problem founded by Dr Shani Dhanda. Occupational health services can be excellent and provide or signpost the specialist advice needed. But costs have spiralled with a clinical, 'assessment first' provision when there are so many referrals. There's a lack of filtering so those with the greatest needs are getting the same level of intervention as those who need a simple set of strategies or some software. Some of the occupational health companies are delivering the same services that they recommend, which is a structural conflict of interest and risks driving up costs - this practice is banned in Access to Work and Disabled Students Allowance, for example. So while we're telling employers to do more, faster, we will also need to be clear about the 'how' and the 'what'. With grand policy gestures and an increasingly litigious atmosphere, the needs of the businesses risk being overlooked and on that note, Sir Mayfield's comments are on point. Advice on adjustments for health and disability needs to be a collaboration between employer and employee. An assessment should consult both parties, and review what the individual needs in relation to the resources available. For example, a higher cost burden might be acceptable for a larger business than a small business. Safety critical roles might not have as much flexibility as a standard role. It is therefore not possible to list reasonable adjustments for each physical, emotional or cognitive difficulty. These can act as guidance, but not definitive entitlements. The policy and specialist support environment is going to need to become more sophisticated, and more responsive to balancing needs and addressing conflict, unfairness and unreasonable requests / restrictions. This is not a straightforward ask. Needs-led models How can employers find good advice in a complex and risky environment? The needs-led model is a good alternative to the medical model, relying more on practical support than clinical diagnosis. At work, we don't need to know the cause of back pain to know that a first port of call is a desk assessment or moving and handling review. Improving knowledge of functional, everyday difficulties and potential scaffolding is within the grasp of HR with the occasional advice of specialists where needed. Up-skilling employer confidence and competence is a potential avenue to improving outcomes, particularly in the areas of emotional regulation and cognition-dependent task performance where the challenges and the solutions are not visible. Knowing what to provide can be a pragmatic, low-cost conversation – research indicates that the cheapest or free adjustments are typically the most welcome, and that employees prefer the ability to personalize rather than passively receive an off-the-shelf allocation. As the population ages, the disability inclusion problem is not going to go away. Employers who are not developing a straightforward and accessible pathway to inclusion – at the company and individual level – will remain at risk of employment tribunal losses. This isn't a question of rights versus reality, it is a question of taking charge of a business need versus sticking your head in the sand. The rational fear of tribunals can be replaced by a rational approach to managing a large and growing cohort of disabled employees. Given the urgency of resolving the problem at the national level, now is a great time to start a strategic workforce plan.
Bloomberg
2 hours ago
- Bloomberg
Hackers Steal Passwords From UK's NHS With Sneaky Malware Tool
Ambulances parked outside the emergency department at the National Health Service's Royal Liverpool University Hospital in Liverpool, UK.
