You may or may not have heard of this in an employment context, but simply put, it where an employer takes a more holistic approach in regard to employee welfare and support – something that has definitely come to fruition since the pandemic.

The last 12-18 months has for many caused employees to look at their own well-being and what they want from work and home life.  

Pay is not the only important factor to an employment contract – areas such as flexible working and working from home are prevalent and enhanced benefits for sick pay, pension contributions, health insurance and childcare are all on the tick list of wants.

By thinking about your social safety net and what you can offer, will in turn improve recruitment and attraction, attendance, performance and productivity.

Areas to consider for your social safety net:

  • Employee assistance programmes, offering counselling, financial, legal, and health support such as alcohol/drug abuse support
  • Mental health support, such as mental health first aiders and policies
  • Menopause and Andropause support
  • Your corporate social responsibility – support for the community, and charity, where you can add value to the local community (such as schools)
  • Support for those suffering from domestic abuse

Whilst these types of areas were perhaps not seen as appropriate, relevant, or ‘too sensitive to discuss’ in previous years, this is something that very much now needs to be reviewed by employers in relation to managing employees.

If you need help or support in this area, do get in touch to discuss.  Please phone: 07841 568 637 or email: info@mariespeightconsulting.co.uk

Until then all the best!