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Yahoo
28-05-2025
- Business
- Yahoo
How employers can prevent mental health crises at work
Managing stress in the workplace is often treated as an afterthought. By the time employers are aware that it's a problem, workers are usually already grappling with heavy workloads, arbitrary deadlines, micromanagers and a multitude of other issues affecting their wellbeing. One in nine (11%) adults in the UK feel stressed every single day and a third blame work for it. According to the Workplace Health Report by Champion Health, workloads, a lack of support, a lack of control and bosses are the main reasons why people feel stressed at work, alongside money worries and problems balancing work and childcare. Read more: 'Dad strike' as UK's paternity leave worst in Europe Despite stress being a major concern, many employers address employee wellbeing only after problems arise, rather than taking proactive steps to prevent them. 'Often, stress is only addressed when it reaches a crisis point: burnout, absenteeism, or a noticeable drop in performance. By that time, the emotional and financial costs are already high,' says Dr Lalitaa Suglani, a psychologist working with Office Freedom. 'There's also a cultural narrative in many workplaces that equates stress with productivity or resilience, that stress is just part of the job,' adds Suglani. 'This mindset can lead to an underestimation of how chronic, unmanaged stress silently accumulates and erodes both wellbeing and performance over time.' So what can employers do to help prevent stress in the first place – rather than trying to manage it when it's already a problem? Create a psychologically safe environment Preventing stress is about creating a psychologically safe environment where people feel supported, seen and valued, before they become overwhelmed, says Suglani. Read more: How inadequate maternity leave harms mothers' wellbeing 'Employers can do this by normalising open dialogue around workload and capacity and encouraging regular check-ins that go beyond task updates,' she says. 'It's also important to train managers in emotional intelligence and trauma-informed leadership. This allows them to better spot early warning signs of stress and offer appropriate support, rather than unintentionally exacerbating it.' Promote autonomy and trust In recent years, organisational psychologists have begun to explore how autonomy can make us happier, healthier and more productive. Studies show that people with more autonomy at work experience more determination and have a sense of ownership over their work. It's also thought to foster resilience, confidence and job satisfaction – factors that can help to prevent stress. 'Promoting autonomy and trust is key,' says Suglani. 'When employees are trusted to work in ways that suit their rhythm – within reason – it supports both motivation and wellbeing. It's also helpful to create pathways for internal feedback. Giving employees a voice in how work is structured or supported helps them feel empowered, and surfaces hidden stressors before they escalate.' Recognise early signs of problematic stress Managers should be educated to spot the early warning signs of stress so they can offer support before a person becomes ill, says Pamela Gellatly, a consultant at HCML, a rehabilitation case management, treatment and occupational healthcare firm. Stress can manifest in a number of ways, including headaches, muscle tension, digestive issues, irritability, anxiety and difficulty concentrating. 'Line managers should be mindful of not increasing work pressures if they are aware that an individual is having to cope with various pressures outside of work,' she says. 'Employees should also be able to ask for help – not just when they are ill, but if they are struggling with say an issue with managing young children, or are not finding the time to be active due to work and home life.' Set and model clear boundaries The expectation to be always 'on' fuels chronic stress. However, telling people they're welcome to take breaks during the day is futile if leaders don't model the same behaviour. If managers are seen taking lunch breaks and respecting out-of-office hours, employees are more likely to do the same. It sends a clear message that working overtime isn't expected of anyone. Read more: How to speak to your boss about a women's health issue 'Role modelling is critical,' says Abigail Ireland, founder of Understanding Performance, a leadership and training consultancy. 'If leaders encourage and take breaks themselves, it gives everyone else permission to recharge effectively. If leaders work late, send out-of-hours emails and book meetings throughout lunch breaks, this is sending a strong message which will permeate down to the team.' Make sure workloads are realistic 'Ensure workloads are realistic and aligned with team capacity. High-performing cultures can still be kind,' says Suglani. 'Overloading high-capacity employees without reprieve eventually leads to burnout and losing your strongest people.' Financially, prevention is far more cost-effective than recovery. Burnout leads to increased sick days, reduced productivity and a higher turnover, while proactively preventing stress supports retention, engagement and long-term performance. 'When we build systems that prioritise psychological safety and sustainable working conditions, we foster not just healthier teams but more ethical, human-centred leadership cultures,' says Suglani. Read more: Five questions you shouldn't be asked in a job interview How to manage 'time blindness' at work if you have ADHD Can body doubling make us more productive at work?
Yahoo
22-05-2025
- Health
- Yahoo
How employers can prevent mental health crises at work
Managing stress in the workplace is often treated as an afterthought. By the time employers are aware that it's a problem, workers are usually already grappling with heavy workloads, arbitrary deadlines, micromanagers and a multitude of other issues affecting their wellbeing. One in nine (11%) adults in the UK feel stressed every single day and a third blame work for it. According to the Workplace Health Report by Champion Health, workloads, a lack of support, a lack of control and bosses are the main reasons why people feel stressed at work, alongside money worries and problems balancing work and childcare. Read more: 'Dad strike' as UK's paternity leave worst in Europe Despite stress being a major concern, many employers address employee wellbeing only after problems arise, rather than taking proactive steps to prevent them. 'Often, stress is only addressed when it reaches a crisis point: burnout, absenteeism, or a noticeable drop in performance. By that time, the emotional and financial costs are already high,' says Dr Lalitaa Suglani, a psychologist working with Office Freedom. 'There's also a cultural narrative in many workplaces that equates stress with productivity or resilience, that stress is just part of the job,' adds Suglani. 'This mindset can lead to an underestimation of how chronic, unmanaged stress silently accumulates and erodes both wellbeing and performance over time.' So what can employers do to help prevent stress in the first place – rather than trying to manage it when it's already a problem? Create a psychologically safe environment Preventing stress is about creating a psychologically safe environment where people feel supported, seen and valued, before they become overwhelmed, says Suglani. Read more: How inadequate maternity leave harms mothers' wellbeing 'Employers can do this by normalising open dialogue around workload and capacity and encouraging regular check-ins that go beyond task updates,' she says. 'It's also important to train managers in emotional intelligence and trauma-informed leadership. This allows them to better spot early warning signs of stress and offer appropriate support, rather than unintentionally exacerbating it.' Promote autonomy and trust In recent years, organisational psychologists have begun to explore how autonomy can make us happier, healthier and more productive. Studies show that people with more autonomy at work experience more determination and have a sense of ownership over their work. It's also thought to foster resilience, confidence and job satisfaction – factors that can help to prevent stress. 'Promoting autonomy and trust is key,' says Suglani. 'When employees are trusted to work in ways that suit their rhythm – within reason – it supports both motivation and wellbeing. It's also helpful to create pathways for internal feedback. Giving employees a voice in how work is structured or supported helps them feel empowered, and surfaces hidden stressors before they escalate.' Recognise early signs of problematic stress Managers should be educated to spot the early warning signs of stress so they can offer support before a person becomes ill, says Pamela Gellatly, a consultant at HCML, a rehabilitation case management, treatment and occupational healthcare firm. Stress can manifest in a number of ways, including headaches, muscle tension, digestive issues, irritability, anxiety and difficulty concentrating. 'Line managers should be mindful of not increasing work pressures if they are aware that an individual is having to cope with various pressures outside of work,' she says. 'Employees should also be able to ask for help – not just when they are ill, but if they are struggling with say an issue with managing young children, or are not finding the time to be active due to work and home life.' Set and model clear boundaries The expectation to be always 'on' fuels chronic stress. However, telling people they're welcome to take breaks during the day is futile if leaders don't model the same behaviour. If managers are seen taking lunch breaks and respecting out-of-office hours, employees are more likely to do the same. It sends a clear message that working overtime isn't expected of anyone. Read more: How to speak to your boss about a women's health issue 'Role modelling is critical,' says Abigail Ireland, founder of Understanding Performance, a leadership and training consultancy. 'If leaders encourage and take breaks themselves, it gives everyone else permission to recharge effectively. If leaders work late, send out-of-hours emails and book meetings throughout lunch breaks, this is sending a strong message which will permeate down to the team.' Make sure workloads are realistic 'Ensure workloads are realistic and aligned with team capacity. High-performing cultures can still be kind,' says Suglani. 'Overloading high-capacity employees without reprieve eventually leads to burnout and losing your strongest people.' Financially, prevention is far more cost-effective than recovery. Burnout leads to increased sick days, reduced productivity and a higher turnover, while proactively preventing stress supports retention, engagement and long-term performance. 'When we build systems that prioritise psychological safety and sustainable working conditions, we foster not just healthier teams but more ethical, human-centred leadership cultures,' says Suglani. Read more: Five questions you shouldn't be asked in a job interview How to manage 'time blindness' at work if you have ADHD Can body doubling make us more productive at work?Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
Yahoo
23-04-2025
- Business
- Yahoo
Invitation to Physitrack PLC Q1 2025 Interim Report Webcast Conference
LONDON, GB / / April 23, 2025 / Physitrack PLC (STO:PTRK) - The global digital healthcare provider Physitrack PLC (PTRK) plans to publish its Q1 2025 interim report on April 30, 2025, at 08.00 CET. A webcast conference will take place at 15.00 CET. Physitrack PLC's Q1 2025 interim report will be published in English and will be available at Webcast conference:April 30, 2025, at 15.00 CET . The presentation will be held in English and will be available on after the webcast conference. Speakers:Henrik Molin, CEOMatt Poulter, Interim CFO Link to webcast registration: Participants will be able to ask questions via Zoom's Q&A function. Enquiries regarding this announcement should be addressed to: Henrik Molin, CEO and co-founder, Physitrack.+44 208 133 9325ir@ About Physitrack Physitrack PLC, founded in 2012, is a global digital healthcare provider, focused on the B2B wellness and virtual-first care markets. With staff with 12 nationalities on four continents, customers in 17 time zones, and end users in 187 countries, Physitrack is a truly global company. The company has two business lines:1. Lifecare - SaaS platform tailored mainly to physiotherapy and musculoskeletal care, enabling practitioners to deliver clinical home exercises, education prescription, outcomes tracking, triaging and Telehealth.2. Wellness / Champion Health - SaaS platform for Employee Wellness and care powered by a combination of world-leading technology and wellness professionals based in the United Kingdom, Germany and the Nordics. Physitrack PLC is headquartered in London, United Kingdom, and listed on Nasdaq First North Premier Growth Market (PTRK). Visit us athttps:// (investor relations) (product marketing) About Champion Health Champion Health, a subsidiary of Physitrack Plc, is a leader in corporate wellness technology, providing an innovative platform that empowers businesses to support their employees' well-being through personalised wellness action plans and advanced analytics. Visit us athttps:// Attachments Invitation to Physitrack PLC Q1 2025 interim report webcast conference SOURCE: Physitrack PLC View the original press release on ACCESS Newswire
Yahoo
07-04-2025
- Business
- Yahoo
Physitrack PLC Adjusts its Financial Calendar - Earlier Publication of Interim Reports 2025
LONDON, GB / / April 7, 2025 / Physitrack PLC (STO:PTRK) - Physitrack PLC has adjusted its previously communicated financial calendar for 2025. The date for publication of the Q1 interim report has been changed from 13 May 2025 to 30 April 2025. Updated financial calendar30 April 2025 - Interim report Q1 (1 Jan 2025 - 31 March 2025) - new date27 June 2025 - Annual General Meeting31 July 2025 - Interim report Q2 (1 Jan 2025 - 30 June 2025) - new date31 October 2025 - Interim report Q3 (1 Jan 2025 - 30 Sep 2025) - new date28 February 2026 - Interim Report Q4 and Year-end-report (1 Jan 2025 - 31 Dec 2025) The updated financial calendar is also available on the company's website: Enquiries regarding this announcement should be addressed to: Henrik Molin, CEO and co-founder, Physitrack.+44 208 133 9325ir@ About Physitrack Physitrack PLC, founded in 2012, is a global digital healthcare provider, focused on the B2B wellness and virtual-first care markets. With staff with 12 nationalities on four continents, customers in 17 time zones, and end users in 187 countries, Physitrack is a truly global company. The company has two business lines:1. Lifecare - SaaS platform tailored mainly to physiotherapy and musculoskeletal care, enabling practitioners to deliver clinical home exercises, education prescription, outcomes tracking, triaging and Telehealth.2. Wellness / Champion Health - SaaS platform for Employee Wellness and care powered by a combination of world-leading technology and wellness professionals based in the United Kingdom, Germany and the Nordics. Physitrack PLC is headquartered in London, United Kingdom, and listed on Nasdaq First North Premier Growth Market (PTRK). Visit us athttps:// (investor relations) (product marketing) About Champion Health Champion Health, a subsidiary of Physitrack Plc, is a leader in corporate wellness technology, providing an innovative platform that empowers businesses to support their employees' well-being through personalised wellness action plans and advanced analytics. Visit us athttps:// Attachments Physitrack PLC adjusts its financial calendar - earlier publication of interim reports 2025 SOURCE: Physitrack PLC View the original press release on ACCESS Newswire
Yahoo
28-03-2025
- Business
- Yahoo
Physitrack PLC Announces Publication of 2024 Audited Financial Statements
LONDON, UNITED KINGDOM / / March 28, 2025 / Physitrack PLC (STO:PTRK) Solid Foundation for 2025: Strong Recurring Revenue and Positive Operating Cashflow Amid Strategic Pivot. Physitrack PLC ("Physitrack" or the "Company"), a global leader in digital health solutions, announces the release of its audited financial statements for the year ended 31 December 2024. There have been no changes to the financial results compared to those published in the Company's Q4 2024 Quarterly Report, released on 28 February 2025. Key Financial Highlights (FY 2024) Revenue increased by 10% to EUR 16.2 million (2023: EUR 14.7 million), driven by growth in both the Lifecare (+10%) and Wellness (+9%) divisions. Subscription revenue rose by 18% to EUR 13.3 million, now representing 82% of total group revenue (2023: 76%). Adjusted EBITDA was EUR 3.9 million (2023: EUR 3.5 million), maintaining a 24% margin. Adjusted operating loss was EUR 0.5 million (2023: EUR 0.1 million). Cashflow from operations before adjusting items was EUR 3.6 million (2023: EUR 3.5 million). Free cash flow for the year was a net outflow of EUR 0.8 million (2023: outflow EUR 1.1 million). Operational Highlights and Strategic Progress Lifecare continued its strong growth trajectory with a 10% year-on-year increase, supported by product-led strategies and a robust recurring revenue base. Wellness saw 9% growth despite delays in key initiatives, most notably the rollout of the localised Champion Health app in Sweden and Germany in November 2024, which is expected to enhance performance in 2025. A restructured contingent consideration agreement with Champion Health's principals provides improved operational control, aligning the division more closely with the successful SaaS Lifecare model. In late 2024 and early 2025, Physitrack rationalised its Champion Health and Champion Health Plus businesses, marking a strategic pivot away from bricks-and-mortar operations and toward a SaaS-centric model. This change is expected to deliver EUR 0.7 million in cashflow savings in 2025. Outlook Despite macroeconomic headwinds and internal restructuring in 2024, the Group ended the year with positive momentum and a clear roadmap for sustainable growth. The Board remains confident that the strategic steps taken in Q4 will underpin a return to stronger performance in 2025. Group Key Performance Indicators (Selected) Metric FY 2024 FY 2023 Revenue 16,180,498 14,746,287 Revenue Growth (%) 10 % 19 % Organic / Proforma Revenue Growth (%) 10 % 17 % Subscription Revenue (% of total) 82 % 76 % Adjusted EBITDA 3,903,571 3,476,537 Adjusted EBITDA Margin (%) 24 % 24 % Adjusted Operating Loss (515,080 ) (143,821 ) Adjusted Operating Margin (%) -3 % -1 % Adjusted Earnings Per Share (0.03 ) (0.02 ) Operating Cashflow (pre-adjustments) 3,613,000 3,517,099 Free Cash Flow (771,150 ) (1,052,182 ) Adjusted EBITDA less CAPEX 413,187 59,250 The 2024 audited financial statements are available in full on Physitrack's investor relations website Enquiries regarding this announcement should be addressed to: Henrik Molin, CEO and co-founder, Physitrack.+44 208 133 9325ir@ About Physitrack Physitrack PLC, founded in 2012, is a global digital healthcare provider, focused on the B2B wellness and virtual-first care markets. With staff with 12 nationalities on four continents, customers in 17 time zones, and end users in 187 countries, Physitrack is a truly global company. The company has two business lines: 1. Lifecare - SaaS platform tailored mainly to physiotherapy and musculoskeletal care, enabling practitioners to deliver clinical home exercises, education prescription, outcomes tracking, triaging and Telehealth.2. Wellness / Champion Health - SaaS platform for Employee Wellness and care powered by a combination of world-leading technology and wellness professionals based in the United Kingdom, Germany and the Nordics. Physitrack PLC is headquartered in London, United Kingdom, and listed on Nasdaq First North Premier Growth Market (PTRK). Visit us at (investor relations) (product marketing) About Champion Health Champion Health, a subsidiary of Physitrack Plc, is a leader in corporate wellness technology, providing an innovative platform that empowers businesses to support their employees' well-being through personalised wellness action plans and advanced analytics. Visit us at Attachments Physitrack PLC 2024 Annual Report FINAL SOURCE: Physitrack PLC View the original press release on ACCESS Newswire Sign in to access your portfolio
