Month: December 2023

In today’s dynamic corporate landscape, prioritising employee health and wellness is critical to fostering a thriving and productive workforce. My Gym Discounts offers various benefits, from substantial savings on fitness memberships to comprehensive health services.  With over 3,500 participating facilities across the UK and Ireland, employees gain exclusive access to discounts on gym memberships, clothing, home exercise equipment, nutrition, rejuvenating experiences, and spa days.

Health & Wellbeing Benefits

At My Gym Discounts, we recognise that a healthy workforce is productive. Our health and wellness benefits package goes beyond the conventional, providing employees access to private GP and healthcare services through video or telephone consultations. To embark on this journey towards optimal health, book a consultation with one of our experts via our 24/7/365 helpline. Our dedicated team will triage your needs and connect you with an NHS practising GP best suited to address your concerns.

Our care support service also ensures you receive the best advice, services, and products for all your care needs. In the unfortunate event of illness, we guide you through specialist referrals and provide details on the costs of private treatment options.

Our holistic health services extend to targeted nutrition and fitness resources, with discounted memberships to over 3,000 gyms and access to a wide range of leisure centres, yoga studios, and fitness camps nationwide.

Employee Wellbeing Benefits

Motivation is at the core of a thriving workforce. Our 24/7/365 instant access to mental health services is designed to keep your team healthy and happy at work.The Employee Assistance Program (EAP) provides:

• A confidential helpline service
• Offering expert guidance on various aspects of life, including work-related pressure
• Financial difficulties
• Marital challenges
• Coping with loss

Book a consultation with our mental health experts to get started on your journey towards mental wellness. This personalised approach ensures that you and your employees receive the support needed for a healthier and happier work environment.

Comprehensive Wellbeing Hub

Our commitment to employee wellbeing extends to a comprehensive wellbeing hub, offering a variety of resources to support a healthy lifestyle. The wellbeing check, a quick questionnaire, accurately maps current health and fitness levels. This check is part of the complete wellbeing hub, providing access to podcasts, video guides, webinars, and downloadable PDFs – a holistic approach to moving, munching, making money, and minding yourself and your employees.

Embark on the journey to a healthier, happier workplace by accessing our exclusive benefits services. To delve deeper into our services, book a consultation with our experts and experience the transformative impact of prioritising employee wellbeing.

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As the year comes to a close, it’s the perfect time for businesses to acknowledge and celebrate the dedication and accomplishments of their employees. End-of-year recognition isn’t just a gesture; it’s a powerful way to boost morale, enhance productivity, and nurture engagement. Moreover, it holds the potential to attract and retain top talent, creating a workforce that’s dedicated and inspired.

But how can you effectively recognise your employees for their hard work? Here are some thoughtful ways to express your gratitude:

1. Gift Cards: A simple yet effective option, gift cards to employees’ favourite stores, restaurants, or online retailers are always well-received. It allows them to indulge in something they love, making it a versatile choice.
2. Cash Bonuses: For a more substantial token of appreciation, cash bonuses are a rewarding choice. While they demonstrate a high level of appreciation, they might be more feasible for certain businesses due to their cost.
3. Company Swag: Inject a touch of company pride with branded swag items like t-shirts, hats, mugs, or other merchandise. It’s a fun way for employees to feel connected to the company culture.
4. Public Recognition: Shining the spotlight on employees during a company meeting, on social media, or by awarding them a plaque or award underscores their significance within the organis
5. Personalised Appreciation: Tailoring your recognition to individual preferences and accomplishments is the most meaningful approach. A handwritten note, a thoughtful gift, or simply taking the time to thank them sincerely can go a long way.
6. Digital Recognition: In today’s connected world, digital recognition is more accessible than ever. You can send and receive Kudos to employees and teams through the Rewards & Recognition section of the Eternal Engagements benefits app. The recognition page is visible to everyone in your business, fostering a culture of appreciation. You can even like the post if you agree.

However, effective end-of-year recognition requires careful planning and execution:

1. Plan Ahead: Start planning early to ensure a well-organised recognition program. Time allows you to select suitable rewards, send out invites, and coordinate logistics efficiently.
2. Personal Touch: The most memorable recognition is unique and relevant. Take the time to understand each employee’s interests and achievements to choose a reward that resonates.
3. Consistency Matters: For lasting impact, integrate recognition into your company culture year-round. Don’t limit it to the year-end; make it a regular practice.
4. Seek Feedback: Invite employee feedback to refine your recognition program. Their input will help you tailor it to their preferences and expectations.

By embracing these guidelines, you can create an end-of-year recognition program that reflects your appreciation. It’s not just about the gesture but about fostering a sense of value and belonging that resonates throughout the organisation. #EmployeeRecognition #EndOfYearAppreciation #DigitalRecognition

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Compassionate leave, a form of paid time off for employees dealing with serious illnesses or family deaths, has undergone significant updates in recent years. These changes reflect shifting societal norms and a growing recognition of mental health’s importance. Typically ranging from 3 to 5 days, compassionate leave now encompasses a broader definition of “immediate family” and acknowledges mental health as a valid reason for leave.

Companies have expanded the “immediate family” scope, including extended relatives like grandparents, siblings, and in-laws. This shift ensures that employees can take time off to grieve and cope with the loss of a loved one more comprehensively.

An equally important update is including mental health as a legitimate reason for compassionate leave. Formerly considered less severe than physical illnesses, mental health conditions like depression, anxiety, and PTSD now receive the recognition they deserve. Research has shown that mental health struggles can significantly impair an employee’s work performance and overall well-being.

These policy updates signify strides towards establishing a more supportive and inclusive workplace environment. By recognising the significance of mental health and broadening the definition of immediate family, companies are facilitating employees’ ability to navigate life’s challenges.

Not sure where to start? ACAS have all the basic information to get you stated or why not use our contact form and one of our consultants will be in touch! – Click Here 

Where to start when reviewing your HR policies and documentation?

Let Eternal Engagements’ HR and employment law experts ensure you have the best policies and practices for you and your business.

Here are a few recommendations for HR teams when revising compassionate leave policies:

• Transparency is Key: Communicate the policy to employees. They should understand their entitlements and the procedure for requesting compassionate leave.
• Flexibility Matters: Life events are unpredictable. HR should show flexibility and understanding when employees seek compassionate leave.
• Provide Support: Employees coping with grief or mental health issues may require extra support. Offer resources like counselling services and employee assistance programs to help them during difficult times.
• Promote Policy Awareness: Ensure employees know the compassionate leave policy and how to utilise Include information in handbooks, intranet resources, and onboarding materials.

By following these suggestions, HR teams can construct equitable, supportive, and inclusive, compassionate leave policies. These policies uphold employees’ wellbeing and foster a workplace culture that values empathy and mental health.