Latest news with #workplacewellness
Fast Company
3 days ago
- Fast Company
You earned that vacation time, so why do you feel guilty about taking time off?
BY Listen to this Article More info 0:00 / 4:24 'My dedication was questioned.' 'Managers or upper management have looked down upon taking time off.' 'People think that maybe you're not as invested in the job, that you're shirking your duties or something.' These are just a few of the responses to questions I asked during a study I conducted on vacation guilt among American workers. More than 88% of full-time, private sector workers in the U.S. receive paid time off. This benefit is ostensibly in place to improve employee morale and well-being. Yet a 2024 Pew Research Center survey found that nearly half of American workers don't take all the vacation days they've been allotted. And many of them feel as if they're discouraged from using their time off. Ironically, what's supposed to be a source of relaxation and restoration morphs into a stressor: As vacations approach, feelings of doubt and guilt creep in. I'm from Singapore. Upon moving to the U.S. in 2016, I was surprised at how pervasive vacation guilt appeared to be. Compared with many of the other countries where I've lived or worked, American culture seems to prioritize mental health and wellness. I assumed these attitudes extended to the American workplace. Surprisingly, though, I noticed that many of my American friends felt guilty about taking time off that they'd earned. So as a scholar of tourism and hospitality, I wanted to understand how and why this happened. Vacation guilt To carry out the study, I collaborated with tourism scholar Robert Li. We interviewed 15 workers who had experienced feelings of guilt over taking time off. We also administered an online survey to 860 full-time employees who received paid time off from their employers. We wanted to know whether employees felt less respected or believed that their bosses and colleagues saw them in a worse light for taking time off. Maybe they feared being seen as slackers or, worse, replaceable. We found that 1 in 5 respondents to our survey experienced vacation guilt, and these concerns made them think twice about following through with their vacation plans. For those who eventually did take a vacation, they often tried to ease their guilt by going for fewer days. They might also apologize for taking a vacation or avoid talking about their vacation plans at work. Some of the people we interviewed had pushed through their hesitation and taken their vacation as planned. Yet all of these employees believed that they'd been penalized for taking time off and that it led to poor performance reviews, despite the fact that their paid vacation days had been a clearly articulated, earned benefit. The U.S. is an outlier The U.S. is the only advanced economy that doesn't legally mandate a minimum number of vacation days. On top of that, only a handful of states require workers to be compensated for their unused vacation days. Meanwhile, the law in other advanced economies entitles employees to a minimum amount of annual paid leave. The EU, for example, mandates at least 20 days per year on top of paid public holidays, such as Christmas and New Year's Day, with a number of EU member countries requiring more than 20 days of paid vacation for full-time employees. Even in Japan, which is notorious for its workaholic culture, employees are entitled to a minimum of 10 days of paid leave every year. Throughout much of the U.S., whether paid vacation time is offered at all depends on an employer's generosity, while many employees face a ' use-it-or-lose-it ' situation, meaning unused vacation days don't roll over from one year to the next.
Telegraph
5 days ago
- Health
- Telegraph
Sainsbury's axes free crisps for staff amid Starmer's calorie crackdown
Sainsbury's is axing free crisps and biscuits from staff rooms as the Government steps up a drive to tackle obesity across Britain. Workers will now be offered soups, porridge, fruit and bread while on shift following an overhaul of onsite food. Sainsbury's has sent managers a new list of food items that they are allowed to buy in for staff, urging them to swap crisps and biscuits for 'light meal' options. The supermarket said this followed comments from workers that the free food they were being offered consisted of 'largely unhealthy snacks'. Some staff had also claimed that food options were running out during their shifts. Sainsbury's said the update meant there would be a 'more consistent range of free food and give colleagues the opportunity to make light meals for breakfast, lunch and dinner'. It added: 'We are committed to ensuring that every colleague who needs it can have something to eat at work.' The new policy will apply to all Sainsbury's stores and Argos sites, as well as distribution centres. Obesity costing NHS £11bn a year It comes amid a wider drive across the UK to help improve people's diets. Labour is planning a whole wave of measures to bring obesity levels down in an effort to save the NHS billions of pounds. Wes Streeting, the Health Secretary, has said: 'Obesity has doubled since the 1990s and costs our NHS £11bn a year – triple the budget for ambulance services. Unless we curb the rising tide of cost and demand, the NHS risks becoming unsustainable.' Simon Roberts, chief executive of Sainsbury's, has been among the industry chiefs advising the Government on ways to tackle the obesity crisis. He sits on the newly-established Food Strategy Advisory Board, which is working to identify what needs to be done to make sure people have more easy access to 'affordable healthy food to tackle diet-related ill health'. Late last month, the Government announced it was planning to order supermarkets to cut up to 100 calories from the average shopping basket. Shops which fail to hit these targets could face fines. Mr Roberts has said he welcomed the proposals, calling them 'an important and positive step forward in helping the nation to eat well'. However, he has called for the new rules to apply 'across the entirety of our food sector'. Ministers are also planning to introduce separate rules around restaurants, requiring them to track what diners are eating and bring down their calorie intake.
Forbes
11-07-2025
- Health
- Forbes
Strategies For Designing The Ultimate Wellness Program
John Graham Harper, CEO, Lumaflex. As society continues to evolve, it's important that we keep up with our progress, both on a personal and professional level. This is especially true in office-based settings, which are often fast-paced, mentally and physically demanding and stressful. To keep up with these demands, workplace wellness programs are becoming the norm. Employee wellness programs often take a holistic approach to wellness in the workplace. They're designed to ensure that workers are as physically and mentally healthy and happy as possible. Biohacking, in particular, is often a key driving force behind employee wellness programs and initiatives, yet it remains a term that is misunderstood. For business leaders looking to design the ultimate wellness program, below I'll be examining the role of biohacking and various strategies for professional working environments. What Is Biohacking? Despite biohacking gaining popularity over the last few years, the concept behind biohacking is anything but new. In fact, some principles behind biohacking can be traced back centuries, to different cultures across the globe. Sauna bathing offers a range of health benefits and has a long history. Put very simply, biohacking is a blanket term used to describe a wide array of practices and approaches designed to optimize human performance and mental and physical health and well-being. Biohacking can be achieved in a number of ways. Something as simple as eating more fruits and vegetables each day can be considered biohacking. Yet at the same time, completely overhauling a person's lifestyle and making radical changes to how a person lives their life can also be considered biohacking. Strategies For Improving Wellness At Work Employee wellness programs provided by businesses are designed to improve the physical and mental health of their employees. This in turn can help to provide a number of benefits to businesses and employees alike. According to a 2010 article published in the Harvard Business Review, Johnson & Johnson estimated that they saved as much as $250 million on healthcare costs over the course of the previous decade. This was achieved through the implementation of wellness programs. A few key examples of biohacking and natural therapies often utilized in workplace wellness programs consist of the following: Red Light Therapy Red light therapy, also known as RLT, is an innovative, non-invasive process that involves the use of a specially designed device that emits red and near-infrared light. Initially, it was used primarily for the skin, as it can help to reduce wrinkles, ease scarring and acne and speed up skin cell regeneration. When introduced to the skin, the light rays from red light therapy are believed to act on the mitochondria within cells. Each cell contains hundreds or thousands of mitochondria, with each one designed to provide it with energy in the form of ATP (adenosine triphosphate). RLT is utilized in employee wellness programs because it offers many benefits. It could help improve sleep, increase blood circulation to skin tissue and reduce inflammation in skin cells, contributing to healthier skin. Despite RLT offering such potential benefits, implementing it into the workplace is easier said than done. For example, as many are unfamiliar with this technology and the basic principles behind it, employees will understandably be wary, especially in the early stages. It is therefore recommended that employers offer extensive training on operating these devices, along with education on what they are and how they work. Another issue can be a lack of devices. For larger organizations with an extensive workforce, having just one or two devices available may not be enough. While not every employee is going to use RLT devices every day while at work, it is always important to ensure that there are enough devices available. Having a designated therapy room, in a quieter, more secluded part of the office, is also a good idea. Wearable Tech In recent years, as part of their employee wellness initiatives, I've noticed an increase in the number of businesses providing their employees with wearable tech designed to improve overall wellness. Health monitoring devices, fitness trackers and smart watches are proving to be valuable business tools when it comes to employee wellness. This wearable tech provides a valuable insight into all manner of aspects of everyday health. Things such as sleep quality, stress levels, blood pressure, resting pulse rate, activity levels, water consumed and general nutrition can all be monitored. By providing these devices, businesses are able to not only gain an insight into the overall physical and mental health and well-being of their employees, but they're also able to help their workers gain these insights about themselves as well—though it's important to do so responsibly. Again, from a business standpoint, it makes sense as healthy and happy workers are likely to be more productive and need less time off from work. Dietary Modifications An army marches on its stomach. While most organizations aren't military-based, their employees still need the energy to function properly. Food and drink are the driving forces that keep the corporate wheels turning. A lack of energy can result in low productivity levels. Not only is it important to have plenty of energy, but it's also important to consume healthy, nutritious, energizing foods and drinks. As part of their wellness programs, some businesses are implementing nutrition programming and providing access to healthy and nutritious snacks and foods. Some are even hiring nutritionists and dietary experts to provide their employees with the knowledge and tools they need to lead healthier lifestyles away from work. Conclusion Overall, employee wellness programs offer a wide range of advantages to businesses and employees alike. Through various strategies, companies of all sizes are able to design the ultimate wellness program to save money, boost morale, increase productivity and maximize profits. The information provided here is not intended as medical advice, diagnosis or treatment. You should consult with a qualified healthcare provider for advice concerning your specific situation. Forbes Business Council is the foremost growth and networking organization for business owners and leaders. Do I qualify?
The Independent
08-07-2025
- Health
- The Independent
New study reveals alarming stat about people in their 30s at work
A study by Ohio State University researchers revealed that nearly one in ten US employees in their 30s use alcohol or drugs while working. The findings indicate that substance use is particularly prevalent among workers in food preparation, service, construction, and other safety-sensitive occupations. The research highlights a strong link between substance use at work and misuse outside of work, with employees often using substances as a coping mechanism for adverse working conditions or personal circumstances. The study, based on data from over 5,400 employees surveyed between 2015 and 2016, found that 8.9 per cent reported workplace substance use, including alcohol, marijuana, and harder drugs. The authors suggest that updated workplace policies and improved access to support services are crucial to addressing and mitigating the issue of substance misuse among workers.
RNZ News
06-07-2025
- Business
- RNZ News
Workplace mental health support- do employers understand obligations?
Generic, stressed worker. Photo: RNZ / Rebekah Parsons-King Xero has confirmed it is dropping the employee assistance programme it offered free to businesses that use its software. Those customers could use it to provide mental health support to their own staff, as an employee assistance scheme - or EAP. When its offering winds up at the end of the month, Xero customers will still have the option to access professional wellbeing support for their employees, with the same international EAP provider, but they'll have to pay. Businesses have a level of responsibility for staff physical and mental health, under the 2015 Health and Safety at work Act. But do employers understand their obligations under the law? Kathryn speaks to Peter Siminovich, chief executive of Mind Compass, which is contracted by the Employers and Manufacturers Association to train its members on stress and wellness management in their businesses. She also speaks with Council of Trade Unions Legal Officer, Gayaal Iddamalgoda.
