International Fun at Work Day: Why a Little Laughter is Serious Business

Every year on 1 April, workplaces around the world mark International Fun at Work Day, and despite the date coinciding with April Fool’s Day, the idea behind it is anything but a joke.

In an era of burnout, remote working fatigue, and increasingly demanding workloads, businesses are discovering that injecting a little fun into the working day can have real and measurable benefits.

Why Fun Matters in the Workplace

For decades, workplace culture was built on the belief that seriousness equalled productivity. Yet modern research increasingly shows the opposite.

Employees who enjoy their work environment tend to be:

More productive

More creative

More loyal to their employer

Less likely to suffer burnout

When people feel relaxed and valued, they collaborate better, communicate more openly, and contribute ideas more freely. In short, morale improves, and when morale improves, businesses benefit.

The Cost of a Joyless Workplace

A workplace that is relentlessly serious can quickly become draining. Staff disengagement leads to reduced productivity, higher absenteeism and increased staff turnover.

Replacing an employee can cost thousands of pounds in recruitment, training, and lost productivity, so creating an environment where people actually enjoy coming to work is not just nice, it's financially sensible.

International Fun at Work Day reminds employers that culture is not built through policies alone, but through everyday experiences.

Simple Ways to Bring Fun Into the Workplace

The good news is that workplace fun doesn’t require expensive team-building retreats or complicated programmes.

Some simple ideas include:

Team quizzes or mini competitions

A quick lunchtime quiz or puzzle challenge can energise teams and spark friendly rivalry.

Dress-down or themed days

Allowing staff to ditch the formal attire occasionally can help break routine.

Celebrating small wins

Acknowledging team achievements, even small ones, helps build positivity.

Shared food moments

From cake mornings to pizza lunches, food is one of the simplest ways to bring people together.

Office humour

A tasteful April Fool’s joke, a funny noticeboard, or a light-hearted Slack channel can all contribute to a healthier atmosphere.

The Leadership Factor

Fun at work doesn’t happen by accident. It usually reflects leadership attitudes.

When managers show warmth, encourage laughter and allow personality to flourish, employees feel more comfortable bringing their full selves to work.

Crucially, “fun” should never feel forced. Authenticity matters. The best workplaces allow humour and enjoyment to develop naturally rather than mandating it.

Fun Is a Competitive Advantage

In today's competitive labour market, workplace culture is a powerful recruitment and retention tool.

Younger employees in particular increasingly prioritise workplace environment and wellbeing alongside salary. Companies that foster positive, engaging workplaces often find it easier to attract top talent.

International Fun at Work Day is therefore a useful reminder: businesses that take morale seriously may find themselves laughing all the way to stronger performance.

After all, a workplace where people enjoy coming in each morning is not just good for staff, it’s good for business, too.

Nearly half of UK workers would stay in their jobs if employers spoke their "love language"

A new study suggests many businesses may be unintentionally driving employees away simply by recognising them in the wrong way.

Research from Moonpig for Business, based on a survey of 2,000 UK workers, indicates 51% of employees would be less likely to look for another job if their employer recognised them in the way they prefer. 

In a competitive labour market where retention is a growing challenge for many organisations, that statistic alone should make business leaders take notice.

The research highlights the idea of workplace “love languages," the different ways employees prefer to receive appreciation and recognition. Just as in personal relationships, people respond differently to praise, rewards and support.

The Four Workplace Love Languages

According to the study, UK workers tend to fall into four main categories when it comes to recognition:

Words of affirmation (40%) – Being told by a manager or colleague that they are doing a good job

Gifts (24%) – Bonuses, vouchers, thank-you cards or thoughtful presents

Acts of service (22%) – Colleagues offering help during busy periods or supporting projects

Quality time (14%) – One-to-one time with leadership, mentoring, or team socials

The most popular form of recognition is also the simplest: a straightforward “well done”. Yet despite this, many organisations are still getting recognition wrong.

Businesses Admit They Could Do Better

The research also surveyed business leaders and revealed a surprising gap between intentions and outcomes.

76% of leaders say they could do more to recognise employees

39% are not confident their recognition matches what staff actually value

This mismatch suggests that many recognition programmes may be designed around what organisations think employees want, rather than what genuinely motivates them.

Recognition Isn’t Just a Nice-to-Have

Getting appreciation right has measurable benefits for both employees and businesses.

Workers said that receiving recognition in their preferred style would:

Reduce the likelihood of job hunting (51%)

Improve mental health and wellbeing (50%)

Boost confidence (47%)

Increase loyalty to their employer (42%)

In other words, recognition is not simply about workplace culture. It has direct implications for employee retention, morale, productivity and organisational stability.

Differences by Gender and Career Stage

The research also revealed interesting differences in how people prefer to be valued at work.

Women are significantly more likely to value words of affirmation, with 45% saying they want to be told they are doing a good job, compared with 35% of men.

Men, meanwhile, show a slightly stronger preference for tangible rewards, with 25% favouring bonuses, vouchers or gifts compared with 20% of women.

Preferences also change with experience. Women over 40 are more likely to value acts of service, such as practical help from colleagues during demanding periods. This may reflect a shift from seeking validation early in a career to prioritising meaningful support as responsibilities grow.

A Simple Lesson for Employers

The key takeaway is surprisingly straightforward: recognition works best when it is personalised.

A generic approach to appreciation may tick a box, but it rarely delivers the intended impact. By taking the time to understand how individual employees prefer to be recognised, businesses can build stronger relationships, improve workplace culture and retain valuable talent.

And sometimes, the most effective recognition costs nothing at all.

A sincere “thank you” or “great work” might be one of the most powerful tools a manager has.

To learn more visit https://www.moonpig.com/uk/business

Claim Time Solicitors Highlights Surge in Workplace Injury Claims Amid Economic Pressures

Birmingham-based Claim Time Solicitors, a leading authority in workplace injury and employment law, has raised concerns over the sharp rise in workplace injury claims as the UK faces mounting economic and employment pressures.

Recent figures from the Health and Safety Executive (HSE) reveal that, tragically, 124 workers lost their lives in workplace accidents during 2024/25, with construction accounting for 35 deaths and agriculture, forestry and fishing recording 23. Together, these two industries made up nearly half of all fatalities.

Beyond fatalities, work-related ill health continues to place a heavy burden on workers, their family mebers and the economy. 

In 2023/24, 1.7 million people were suffering from work-related ill health. Of these, 776,000 cases were stress, depression or anxiety, and 543,000 were musculoskeletal disorders (MSDs). 

Non-fatal injuries are widespread, with 604,000 workers reporting an injury through the Labour Force Survey, and 61,663 injuries formally recorded under RIDDOR.

The cost to the economy is significant. In 2023/24, 33.7 million working days were lost to work-related ill health and injury, including 16.4 million due to stress, depression or anxiety and 7.8 million due to MSDs. The HSE estimates that the overall cost of workplace injuries and ill health reached £21.6 billion in 2022/23.

This surge is closely linked to economic strain. As inflation, energy costs and supply chain disruptions weigh heavily on businesses, many employers are being forced to reduce investment in training, maintenance and health and safety measures. 

At the same time, employees struggling with the cost-of-living crisis are increasingly working through illness or exhaustion, creating conditions that heighten the risk of accidents and long-term health problems.

High-risk industries such as construction, agriculture, healthcare, retail and manufacturing remain at the forefront, but mental health issues are also rising across office-based professions as job insecurity and workloads increase.

Claim Time Solicitors warns that while existing laws, such as the Health and Safety at Work Act 1974, provide a framework for protection, the current climate highlights significant shortcomings.

The firm is calling for stronger enforcement, including more frequent inspections and higher penalties for non-compliance in dangerous sectors, as well as revised legal duties requiring employers to take a proactive approach to occupational health. 

Statutory protections around sick pay and mental health should apply from the first day of employment, and workplace law must evolve to cover emerging work patterns in the gig economy, hybrid roles and zero-hours contracts.

“Our clients’ experiences reflect what the data already shows,” Yousaf Khan, Director at Claim Time Solicitors, told That's Business.

“Workers are under immense pressure, and many are being put in harm’s way by circumstances they cannot control. 

"Preventable injuries, untreated mental health problems and unsafe workplaces are all becoming more common. The law must evolve to address these challenges and ensure workers are not left vulnerable during difficult economic times.”

A comprehensive analysis of this issue is available in the accompanying PDF report, Understanding the Rise in Workplace Injury Claims.

FACTFILE:

Claim Time Solicitors is a specialist personal injury law firm dedicated to helping clients secure fair compensation for both physical and psychological harm. 

With a team of experienced solicitors and a client-first approach, the firm provides expert legal support to ensure every aspect of recovery is addressed.

https://claimtime.com

Roffey Park Institute to Host Virtual AI Conference Exploring the Human Future of Work

As AI reshapes our world, the real question isn’t what technology can do – it’s how leaders can or should respond.

Roffey Park Institute, an internationally renowned centre for executive education and organisational development, will host its Virtual AI Conference 2025 on 18th June. 

It's described as a timely gathering that tackles one of the most urgent questions facing global workplaces today: how can we shape a human-centred future of work in the age of artificial intelligence?

With AI reshaping economies, leadership, and culture at pace, the conference brings together world-class thinkers, executives, and practitioners for a day of bold ideas, live debate and practical insight. From the implications of AI for leadership and ethics, to its role in enhancing wellbeing, performance and equity at work, the event aims to spark dialogue and action across industries and borders.

Conference Highlights Include:

New Research: Exclusive findings from Roffey Park’s latest international study on AI’s impact on leadership, decision-making and organisational culture.

Keynote Speakers: Provocative sessions from thought leaders at the forefront of AI, sustainability, psychology and systems thinking.

Panel Discussions: Real-world perspectives from diverse global organisations using AI to tackle climate change, manage complex geopolitics and build inclusive workplaces.

Interactive Labs: Hands-on virtual spaces for leaders to explore responsible AI use in talent management, hybrid collaboration and strategic foresight.

“As AI accelerates disruption, leadership must adapt not only technologically, but also emotionally and ethically,” Dr Arlene Egan, CEO of Roffey Park Institute told That's Business. “This conference is about navigating complexity with humanity. We’ll explore not just how AI can work for us, but how it can uplift people and communities when used wisely.”

A Global Conversation with Local Impact

The event will feature case studies from Asia-Pacific to Europe, highlighting how organisations are embedding AI in ways that reflect local challenges and values. Delegates will hear directly from leaders transforming education access in rural areas, improving healthcare systems using predictive data, and navigating workforce reskilling in sectors hardest hit by automation.

Who Should Attend?

This event is open to senior leaders, HR professionals, change agents, policy makers, educators, and anyone passionate about the responsible, human-centred integration of AI in the workplace.

Register Today at https://www.roffeypark.com/ai 

How Flexibility in the Workplace Can Improve Productivity

In today’s fast-paced and ever-evolving work environment, one thing is becoming increasingly clear: flexibility is not a perk, it’s a necessity. 

For business owners and managers, adopting flexible working practices isn't just about keeping up with the times — it’s a proven strategy to boost productivity, increase employee satisfaction, and retain top talent.

Why Flexibility Matters

Flexible working allows employees to tailor their schedules, locations, and workloads in a way that suits both their personal lives and the demands of their role. When implemented effectively, it creates a culture of trust and autonomy — two key drivers of motivation and performance.

But what does workplace flexibility actually look like in practice? And how can it be harnessed to enhance productivity?

1. Offer Remote or Hybrid Work Options

One of the most significant shifts in recent years is the rise of remote and hybrid working. Many employees find they are more focused and efficient when working from home, free from daily commutes and office distractions.

What you can do:

Allow employees to work remotely part or full time.

Provide the tools and support they need to stay connected and productive, wherever they are.

2. Embrace Flexible Working Hours

Not everyone thrives during traditional office hours. Some people are early risers, while others hit their stride later in the day. By allowing staff to adjust their hours, you can tap into their natural productivity rhythms.

What you can do:

Offer flexible start and finish times.

Trial compressed workweeks or staggered shifts.

3. Prioritise Outcomes Over Hours

Focusing on how much time employees spend at their desks misses the bigger picture. Productivity is about results, not presenteeism.

What you can do:

Set clear goals and performance indicators.

Allow staff the autonomy to meet their targets in a way that works best for them.

4. Support Employees with Caring Responsibilities

Balancing work and personal life can be especially challenging for those with children, elderly relatives, or other dependants. Providing flexibility shows compassion and builds loyalty.

What you can do:

Introduce family-friendly policies, such as flexible hours or unpaid leave.

Encourage open conversations around individual needs.

5. Promote Mental Health and Wellbeing

Burnout and stress are productivity killers. Encouraging regular breaks, respecting boundaries, and offering mental health support can lead to a more energised and engaged workforce.

What you can do:

Offer wellbeing days and access to mental health resources.

Foster a culture where taking time to recharge is not only accepted but encouraged.

6. Use Technology to Enable Flexibility

Digital tools can streamline collaboration and project management, making it easy for teams to stay productive from anywhere.

What you can do:

Invest in tools like Microsoft Teams, Slack, Trello, or Asana.

Ensure remote workers have access to secure systems and training.

7. Build a Culture of Trust and Autonomy

Employees who feel trusted are more likely to take initiative and go the extra mile. Micromanagement, on the other hand, can stifle creativity and morale.

What you can do:

Give employees ownership of their work.

Focus on coaching and support rather than control.

Final Thoughts

Flexible working isn’t about doing less — it’s about working smarter. By creating a more adaptable and responsive workplace, business owners and managers can unlock new levels of productivity while supporting the wellbeing and growth of their teams.

Flexibility is the future of work. Is your business ready to embrace it?

Celebrating World Day for Safety and Health at Work: Prioritising Well-being in the Workplace

In an age where workplaces are evolving rapidly, with advancements in technology and changes in work dynamics, ensuring the safety and health of employees has never been more critical. 

On the 28th of April each year, we observe the World Day for Safety and Health at Work, a momentous occasion to reflect on the significance of fostering a secure and healthy work environment for all.

This annual event serves as a global platform to raise awareness and promote the prevention of occupational accidents and diseases. From the shop floor to the boardroom, every individual within an organisation plays a pivotal role in upholding workplace safety standards. The theme for this year's World Day resonates deeply with this sentiment: "Anticipate, prepare and respond to crises: Invest now in resilient occupational safety and health systems."

The ongoing global pandemic has underscored the importance of preparedness and resilience in the face of unforeseen challenges. Employers worldwide were compelled to adapt swiftly to new working conditions, implement stringent hygiene protocols, and ensure the mental well-being of their employees. Amidst such adversity, the World Day for Safety and Health at Work serves as a poignant reminder of the need for proactive measures to mitigate risks and safeguard the workforce.

Investing in occupational safety and health not only preserves human lives but also contributes to the overall productivity and sustainability of businesses. By fostering a culture of safety consciousness, organisations can minimise workplace accidents, reduce absenteeism, and enhance employee morale. Moreover, prioritising employee well-being fosters loyalty and trust, thereby fostering a conducive work environment where individuals can thrive and contribute effectively.

The observance of the World Day for Safety and Health at Work is not merely a symbolic gesture; it is a call to action for governments, employers, workers, and stakeholders to collaborate and implement robust safety measures. Legislative frameworks and regulatory standards play a crucial role in setting benchmarks for occupational safety, but true progress is achieved through collective efforts and a shared commitment to continuous improvement.

As we commemorate this day, let us reflect on the lessons learned from past challenges and renew our dedication to building resilient occupational safety and health systems. Let us empower workers with the knowledge and tools necessary to identify and mitigate risks, and let us foster a workplace culture where safety is ingrained in every aspect of operations.

In conclusion, the World Day for Safety and Health at Work serves as a poignant reminder of the imperative to prioritise the well-being of workers worldwide. By investing in resilient occupational safety and health systems, we not only protect lives but also lay the foundation for sustainable economic growth and societal progress. Let us unite in our efforts to create safer, healthier, and more inclusive workplaces for all.

Cultivating Genuine Diversity in the Workplace: Strategies for Success

In today's rapidly evolving business world, diversity in the workplace is not just a buzzword; it's a fundamental necessity for success. 

Beyond meeting quotas or ticking boxes, genuine diversity fosters innovation, enhances decision-making, and creates a more inclusive and dynamic work environment. 

However, achieving true diversity goes beyond merely hiring individuals from different backgrounds; it requires a concerted effort to cultivate an inclusive culture where everyone feels valued and heard. 

So, how can businesses ensure they're not just paying lip service to diversity but actively fostering it? Let's delve into some strategies:

Prioritise Inclusive Hiring Practices: Begin by reevaluating your hiring processes to ensure they're designed to attract candidates from diverse backgrounds. This includes casting a wide net when advertising job openings, using inclusive language in job descriptions, and implementing blind resume screenings to mitigate unconscious biases. 

Additionally, consider implementing diversity-focused recruitment initiatives such as partnerships with organisations serving underrepresented groups or attending diversity-focused job fairs.

Invest in Diversity Training: Education is key to fostering an inclusive workplace culture. Provide regular diversity training to employees at all levels to raise awareness of unconscious biases, promote empathy, and equip staff with the tools to navigate sensitive issues effectively. This training should go beyond mere compliance requirements to encompass meaningful discussions and actionable strategies for promoting diversity and inclusion in daily interactions.

Establish Mentorship and Sponsorship Programmes: Mentorship and sponsorship programmes can be invaluable in supporting the professional development of underrepresented employees. Pairing junior employees with mentors who can provide guidance, support, and advocacy can help bridge the opportunity gap and empower individuals to reach their full potential. 

Moreover, encourage senior leaders to actively sponsor promising talent from diverse backgrounds, advocating for their advancement within the organisation.

Create Employee Resource Groups (ERGs): ERGs provide a platform for employees with shared backgrounds or interests to connect, support one another, and advocate for positive change within the organization. Encourage the formation of ERGs representing various demographics, such as women, LGBTQ+ individuals, racial and ethnic minorities, and individuals with disabilities. These groups can serve as invaluable resources for fostering a sense of belonging and driving initiatives to promote diversity and inclusion.

Foster a Culture of Belonging: In addition to diversity, it's crucial to prioritize creating a culture where all employees feel a sense of belonging. Encourage open dialogue, active listening, and respect for diverse perspectives. 

Celebrate cultural holidays and observances, organise diversity-focused events and initiatives, and prominently showcase diverse role models within the organisation. By fostering an environment where everyone feels valued and respected, you can cultivate a culture of belonging that enhances employee engagement and retention.

But don't make the mistake of making assumptions about your employees. For example, attempting to make an Egyptian employee feel accepted and included within the workforce by acknowledging Muslim practices, festivals and feast days could be a splendid idea. Unless they are an Egyptian Christian and a member of the Coptic Orthodox Church, in which case great offence could be caused and legal action launched against the employer.

Measure and Track Progress: Establish metrics to track diversity and inclusion initiatives' effectiveness, regularly evaluate progress, and adjust strategies as needed. Collect data on key indicators such as representation across various demographic groups, employee satisfaction and engagement levels, and promotion and retention rates. By holding leadership accountable for achieving diversity goals and transparently reporting progress to stakeholders, you demonstrate a commitment to continuous improvement and accountability.

In conclusion, achieving genuine diversity in the workplace requires a multifaceted approach that encompasses inclusive hiring practices, ongoing education and training, support for professional development, and a culture of belonging. By prioritising diversity and inclusion as strategic imperatives, businesses can harness the full spectrum of talent, drive innovation, and create a more equitable and dynamic work environment for all employees. Embracing diversity isn't just the right thing to do, it's essential for building resilient, future-ready organisations poised for long-term success.

Navigating Sexism in the Workplace: Strategies for Empowerment and Change

Sexism remains a persistent issue in workplaces worldwide, despite significant progress in gender equality over the years. 

From subtle biases to outright discrimination, women continue to face various forms of sexism that hinder their professional growth and well-being. 

However, it's essential to recognise that addressing sexism requires a collective effort and a multifaceted approach. Here we'll explore effective strategies for dealing with sexism in the workplace and fostering a culture of inclusivity and respect.

Recognise and Name the Behaviour:

The first step in combating sexism is to recognise and name it. Often, sexist behaviours may be subtle or disguised as harmless jokes or comments. By acknowledging these behaviours for what they are, individuals can begin to challenge them effectively. Encourage open dialogue about sexism in the workplace, creating a safe space for employees to share their experiences and concerns.

Educate and Raise Awareness:

Education is key to combating sexism. Many people may not fully understand the impact of their words or actions on others. Offer training sessions or workshops on topics such as gender stereotypes, and respectful communication. Use real-life examples and case studies to illustrate the effects of sexism and empower employees to become allies in promoting equality.

Establish Clear Policies and Procedures:

Workplace policies should explicitly address sexism and provide guidelines for reporting and addressing incidents. Ensure that these policies are readily accessible to all employees and regularly reviewed and updated as needed. Establish a zero-tolerance approach to discrimination and harassment, with clear consequences for offenders.

Foster Inclusive Leadership:

Leaders play a crucial role in shaping workplace culture and setting the tone for acceptable behavior. Encourage leaders to lead by example, demonstrating respect for all employees regardless of gender. Promote diversity in leadership positions and empower women to take on leadership roles within the organisation. Provide mentorship and support programmes to help women advance their careers and overcome barriers.

Support Networks and Resources:

Creating support networks for women can provide a valuable source of encouragement and empowerment. Establish affinity groups or employee resource groups focused on gender equality and provide opportunities for networking, mentorship, and professional development. Additionally, offer resources such as counselling services or employee assistance programmes to support individuals who have experienced sexism or harassment.

Advocate for Change:

Individuals can advocate for change both within their organization and in the broader community. Participate in diversity and inclusion initiatives, join advocacy groups, and support policies and legislation that promote gender equality. Use your voice to speak out against sexism and challenge systemic barriers to women's advancement in the workplace.

Dealing with sexism in the workplace requires a proactive and concerted effort from everyone involved. By recognising and addressing sexist behavior, educating and raising awareness, establishing clear policies, fostering inclusive leadership, providing support networks, and advocating for change, organizations can create a more equitable and respectful work environment for all employees. 

Together, we can work towards a future where sexism is no longer tolerated, and all individuals are valued and empowered to thrive in their careers.

Menopause in the workplace

Menopause symptoms can have a significant impact on all aspects of your life, including at work. Not everyone going through the menopause will want to discuss their symptoms with managers or colleagues. 

But if you do, it’s important you should feel supported, understood and heard.

In the Winter 2023-24 issue of The Menopause Exchange newsletter, Norma Goldman, founder and director of The Menopause Exchange, writes about the impact of the menopause on work, and how workplace stress can make your symptoms worse. 

She also discusses how you can help yourself, and how your workplace should proactively be able to help you.

“The impact of the menopause at work shouldn’t be underestimated,” says Norma Goldman. “Physical and emotional symptoms can have a huge impact, not only affecting women who are going through the menopause, but also their colleagues. 

"Many women don’t seek the help they need, instead suffering in silence, but they shouldn’t be embarrassed to bring up the topic of the menopause. It’s important to make sure that their colleagues understand what they are going through, and that their workplace provides practical help and support.”

Other articles in the Winter 2023-24 issue of The Menopause Exchange quarterly newsletter include Progestogens in HRT, Osteoporosis after the menopause, and Digestive problems at the menopause, as well as news, Ask the Experts Q&As and information about Norma Goldman’s webinars, talks and workshops.

The Menopause Exchange, which was established in 1999, is unbiased and independent and isn’t sponsored by any companies or organisations. Our free quarterly newsletter contains articles written by top UK medical experts, including menopause consultants, GPs, specialist menopause nurses, pharmacists, dietitians and complementary practitioners. We also include news, book reviews and our ‘Ask the experts’ page. Each issue of The Menopause Exchange’s free quarterly newsletter is emailed to over 13,000 people, including women, men, healthcare professionals, complementary therapists, workplace managers and journalists.

Menopause webinars: Your readers may be interested in organising a webinar for their family and friends or workplace. For over 24 years, Norma Goldman has been presenting menopause talks and workshops. Her in-depth knowledge has helped thousands of women enjoy a more comfortable menopause. 

She’s now hosting her own regular webinars via Zoom. Norma’s ‘Understanding the menopause’ webinar is suitable for women at or approaching the menopause, women who have had a premature menopause (before age 40) or a hysterectomy, or anyone with an interest in women’s midlife health. Post-menopausal women can attend presentations too. 

If women join the webinar, they’ll be able to ask questions, receive a factsheet and hear about other women’s experiences. To attend a webinar, arrange one for a group of friends or to find out more information, women should e-mail norma@menopause-exchange.co.uk or call 020 8420 7245.

To join The Menopause Exchange, anyone can sign up for free on our website, http://www.menopause-exchange.co.uk. You can also find them  on Facebook and X/Twitter (@MenopauseExch).

Expert speakers announced for national workplace mediation summit

The TCM Group Logo

• Biggest shakeup of dispute resolution in 20 years to be discussed at exclusive workplace mediation summit organised by The TCM Group

• Employment relations experts provide overview of Government proposals for improving workplace dispute resolution and mediation.

• London Chamber of Commerce and Industry to host inaugural national mediation summit with speakers from UK Government, CIPD, BT, Boyes Turner and The TCM Group

On the 19th of January, The TCM Group in partnership with the London Chamber of Commerce will be hosting a free 'Breakfast Briefing Seminar' on the Government’s response to the ‘Resolving workplace disputes’ consultation.

The Government’s response to the recent dispute resolution consultation states that mediation should become a preferred mechanism for organizations to resolve disputes without the needs to go to court :

“Our vision is for an employment dispute resolution system that promotes the use of early dispute resolution as a means of dealing with workplace problems. The consultation Resolving Workplace Disputes set out our ideas, which focused on the need to tackle problems early, before they got to the tribunal stage.”

Confirmed speakers at the national mediation summit to be held on the 19th of January 2012 include:

• Gail Davies from the Department for Business Innovation and Skills
• Mike Emmott from CIPD
• Helen Goss and Michael Farrier from Boyes Turner
• Mediation expert David Liddle from The TCM Group
• Caroline Waters, Director of People and Policy at BT

The Government response to the consultation is part of the Employment Law Review instigated by the Coalition. On the 30th of November the Coalition Government announced one of the most radical shake-ups of employment law in twenty years.

The Chartered Institute for Personnel and Development (CIPD) have identified significant advantages to UK companies who use mediation. Reduced stress and increased performance were two areas identified in a recent CIPD report into mediation and dispute resolution.

David Liddle, Founder of The TCM Group and President of the Professional Mediators Association believes that this event reflects a major milestone in the development of effective dispute resolution for UK organisations. He stated today that:

“It is clear from the proposals that the Government supports mediation and will encourage companies to deploy mediation in order to resolve disputes without the need for legal remedies. I welcome this exciting development and I look forward to working with officials from the Government alongside other key partners to help foster a culture of early resolution and mediation as an alternative to costly and stressful employment tribunals.“

Event details:

• Venue: London Chamber of Commerce & Industry
• Date: Thursday, 19th of January 2012
• Time: 08:30am (Registration ) - 11:30 am (End)
• Cost: Free: Coffee – Tea & Breakfast included
• How to book: To reserve a place please click here

The TCM Group launches the “Clear your desk of conflict before the New Year’’ campaign!

Start the New Year with a clean slate through mediation

• Innovative campaign to help Human Resources managers resolve disputes and grievances
• Twitter & Facebook campaign asks for clients and followers to send a picture of their desk
• Mediation, as the best alternative dispute resolution mechanism, saves organisations’ money & time

The TCM Group is delighted to announce the launch of the ‘Clear Your Desk of Conflict campaign’, for the third year running. Since 2008 the group has saved approximately £600,000 for their clients during quarter three, with a campaign goal to get all of the internal conflicts resolved before the New Year. TCM has worked with an impressive client list over the years including: BT, Lloyds Banking Group, Marks & Spencer, HSBC, Topshop, DWP and The Royal Bank of Scotland.

Statistics reveal that disputes referred to formal litigation can expect a 50% success rate as opposed to an average of 85-90% in mediation where both parties are willing participants. Conflict is natural however there is no doubt that it can have a negative influence on almost every aspect of the modern workplace. The TCM Group has developed high quality, constructive and innovative remedies for disputes and conflicts. These solutions are then delivered by some of the leading dispute resolution professionals in the UK and Europe.

David Liddle, TCM’s Managing Director said: “Conflict can be extremely costly. In our 20 years of experience, we have seen numerous cases where unresolved workplace conflict became divisive and very damaging. “If you want a harmonious workplace environment that can boost your employees’ productivity, then mediation is the right path" for solving those disputes. It’s not science, mediation just works. “

Each year, during this holiday period, Human Resources managers are overwhelmed with the amount of grievances and complaints that pile up on their desk. This campaign’s goal is to get all of their internal conflicts resolved and off their desk before 2012. It is all about ‘starting the new year with a clean slate’. Christmas and New Year’s Eve are just around the corner and everyone is getting excited about spending time with their loved ones. Mediation can provide the same environment and feeling in a workplace – peace at work is not a myth, it is something that TCM provides to each of their clients.

Mike Emmott, Adviser, Chartered Institute of Personnel and Development (CIPD) pointed out: “The TCM Group has made a significant contribution to furthering the cause of workplace mediation in both public and private sectors. David was ahead of the field in recognising the need for the mediation community to adopt a more professional framework, and doing something about it. His commitment to providing mediation and training in-house mediators is allied with a strong entrepreneurial spirit. He is always looking to drive the agenda forward and is an active member of the Civil Mediation Council Workplace Mediation Committee.”

TCM is a leading UK mediation services and training provider, which resolves over 90% of cases and has worked on some of the most challenging workplace disputes imaginable.

Although TCM offers unrivalled services and support, they still keep their fees remarkably low. For less than £1,500 plus vat anyone can gain access to a team of the very best mediation talent anywhere in the UK. The TCM group covers the entire country and achieves a successful outcome in over 90% of cases.
To solve your workplace disputes and clean your desk of conflict please call 0800 294 97 98 or email info@thetcmgroup.com

Menopause management at work

The menopause can trigger a variety of symptoms including hot flushes, or flashes, poor concentration, mood swings and frequent urination. With women making up 45% of the over-50s in the workforce in the UK, it’s important these symptoms can be managed effectively in the work environment.

In the 50th issue (Autumn 2011) of The Menopause Exchange newsletter, Norma Goldman (founder and director of The Menopause Exchange) looks at how troublesome menopausal symptoms can have a significant impact on a woman’s work performance. She also covers menopause management options, simple self-help measures and key ways to raise the awareness of the menopause amongst employers and work colleagues.

“Stress at work can worsen some menopausal symptoms,” says Norma Goldman. “This effect can be increased by having to make decisions about how to cope with the menopause and take extra time off work to consult a doctor.

"I present talks on the menopause to companies, organisations and groups of women, as well as videos and podcasts, with the aim of helping working women cope with the menopause. The Menopause Exchange can help employers with health and safety policies related to the menopause and offers corporate membership (including newsletters and fact sheets).”

The Menopause Exchange is completely independent – it’s not sponsored by any companies and is funded purely by subscriptions from individuals and healthcare professionals. Other articles in the Autumn 2011 issue include oestrogen-only and ‘bleed’ HRT, menopausal symptoms you may not recognise and weight gain at the menopause.

To celebrate the 50th issue of The Menopause Exchange newsletter, we have a special offer for new members.

Become a member of The Menopause Exchange before the end of January 2012 to receive our special offer. This includes one free back issue of The Menopause Exchange newsletter and two free fact sheets in addition to the usual membership entitlements. (Members of The Menopause Exchange receive four issues of the newsletter, regular fact sheets, use of the information service and access to the ‘Ask the Experts’ panel). Annual individual membership to The Menopause Exchange is £18.

Visit The Menopause Exchange website at www.menopause-exchange.co.uk.

For more information on The Menopause Exchange, write to The Menopause Exchange at PO Box 205, Bushey, Herts WD23 1ZS, call 020 8420 7245, fax 020 8954 2783 or send an
e-mail to norma@menopause-exchange.co.uk