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For further assistance, please feel free to reach our main Dublin Office at 01-8385595 or our Cork Office at 021-4210331. For general inquiries, please email us at info@ayrton.ie or visit www.ayrton.ie
Understanding Vulnerable Workers
Under the Employment Equality Acts, employers are obliged to reasonably accommodate people with disabilities and must take “reasonable measures” to meet the needs of employees with disabilities. However, there are employees who may not have a diagnosed disability but still may be more susceptible to risks due to various factors. These individuals are termed as “vulnerable workers”.
Recognising and addressing the needs of this group of workers is crucial to ensure they also have a safe and inclusive working environment.
Vulnerable workers encompass a diverse range of individuals who may be at higher risk of harm or exploitation in the workplace. This group can include but is not limited to:
Young Workers: Those who are new to the workforce and may lack experience or awareness
of workplace hazards or lack of confidence to ask for help.
Elderly Workers: Individuals (over the age of 55) who may experience physical limitations or health issues that make them more susceptible to accidents or injuries. Given many workplaces now allow employees work beyond retirement age, this is a growing group.
Migrant Workers: Those who may face language barriers, cultural differences, or
unfamiliarity with local safety regulations.
Temporary, Contract or Gig Workers: Individuals employed on a short-term basis who may
not receive adequate training or supervision.
Workers with Disabilities: Those who may require accommodations or specialised training to
perform tasks safely. However, as outlined about, legislation is in place to protect this group.
Pregnant or New Mothers: Women who require specific considerations to protect their health and the health of their unborn child or accommodate new mothers’ specific needs and requests.
Sensitively Identifying Vulnerable Workers
Identifying vulnerable workers requires a thoughtful and respectful approach to avoid stigmatisation or discrimination. While the legislation stipulates what employers’ responsibilities are, they also need to assess risk factors and how they might impact potential vulnerable employees while also creating an environment where employees can express their concerns or challenges; this can be done by:
Encouraging Open Communication: Create an environment where workers feel comfortable discussing any concerns or challenges they may face.
Anonymous Employee Surveys: Conduct surveys to gather feedback on workplace experiences, preferences, and any barriers to safety.
Individual Assessments: Conduct confidential individual assessments or consultations to identify specific needs and accommodations for vulnerable workers.
Collaboration with Experts: Seek guidance from occupational health professionals, disability advocates, or cultural consultants to address unique needs effectively.
Protecting Vulnerable Workers
There are some key measures employers can take to safeguard the well-being of vulnerable workers.
Comprehensive Training: Provide thorough safety training programs tailored to the needs of vulnerable workers, emphasising hazard recognition, risk mitigation and emergency procedures.
Accessible Information: Ensure that safety policies, procedures, and instructions are communicated clearly and in multiple languages if necessary.
Personal Protective Equipment (PPE): Supply appropriate PPE to address specific vulnerabilities, such as hearing protection for elderly workers or ergonomic supports for workers with disabilities.
Supervision and Support: Assign mentors or supervisors to closely monitor vulnerable workers, offering guidance and assistance as needed.
Accommodations: Make reasonable accommodations for workers with disabilities or health conditions, such as modifying tasks or providing assistive devices.
Healthcare Resources: Provide access to healthcare services and encourage regular health check-ups, especially for workers with pre-existing conditions or pregnant workers.
Reporting: Ensure safety reporting is done by all employees as it is a key component in effective health and safety procedures.
Importance of conducting Workplace Risk Assessments
Conducting thorough risk assessments is essential for identifying potential hazards and implementing effective control measures. When assessing risks for vulnerable workers, consider the following factors:
Physical Hazards: Evaluate the physical demands of tasks and identify any risks of strain, falls, or repetitive motion injuries.
Environmental Hazards: Assess exposure to extreme temperatures, noise levels, and other environmental factors that may impact vulnerable workers differently.
Psychosocial Risks: Consider factors such as stress, fatigue, and harassment that may disproportionately affect vulnerable workers.
Emergency Preparedness: Ensure that emergency procedures are inclusive and accessible to all workers, including those with mobility limitations or language barriers.
Employers are obliged by law to ensure the health, safety and wellbeing of all employees and there are severe consequences if this is neglected. But there is also the ethical obligation to ensure a productive and harmonious workplace for all. By implementing proactive measures, conducting thorough risk assessments, and sensitively identifying and supporting vulnerable workers, employers can create a culture of inclusivity and safety that benefits everyone involved.
There is more information available on the HSA website. Or contact one of the team at Ayrton Group, 021 431 0331 or email info@ayrton.ie.
Introduction
Earlier this year the Health & Safety Authority (HSA) published data relating to workplace fatalities in 2023. It reported that 43 people lost their lives in work-related accidents, proving a stark reminder of the critical need for comprehensive health and safety training in the workplace. The data highlights that there was a sharp increase in the number of workplace fatalities last year (43) compared with 28 in 2022. However, there has been a decrease in the rate of fatalities over the ten year period from 2.8 per 100,000 workers in 2014 down to 1.6 workers per 100,000 in 2023.
Rising Concerns
The HSA’s findings reveal a troubling reality: despite advancements in safety regulations and technological innovations, workplace accidents continue to claim lives and cause debilitating injuries. The number of workplace fatalities remains distressingly high, with incidents occurring across diverse industries and paint a sobering picture. There continues to be a high level of fatalities in the farming/ agriculture sector (16 fatalities) and construction (11 fatalities); accounting for over two third of all workplace fatalities last year.
Working with vehicles accounted for the loss of 13 lives, the highest cause, while falling from heights was the second leading cause with 11 fatalities. While workplace fatalities affected all age groups, the highest number involved people of the age of 55 and over with 22 fatalities in 2023 compared with just 10 in 2022. Over half (53%) of all fatalities were self-employed.
The vast majority of those who lost their lives (39) were male and four were female. Co. Cork has the highest number of fatalities (7 lives lost) with Dublin and Kerry both accounting for 5 fatalities each.
The Human Cost
Behind every statistic lies a human story — a worker whose life was cut short, a family grappling with grief, and individuals coping with life-altering injuries. These tragedies serve as poignant reminders of the imperative to prioritise safety in every workplace. Beyond the economic costs and legal ramifications, the human toll of workplace accidents underscores the moral obligation to safeguard workers’ well-being.
The HSA urged self-employed and duty holders and employers to undertake risk assessments and ensure the appropriate safety measures and controls are in place to protect workers.
The Role of Training
Amidst these sobering realities, workplace health and safety training as well as the appropriate assessments and controls are indispensable tools in preventing accidents and mitigating risks. Ayrton Group and others offer a comprehensive range of effective training programs that empower employees with the knowledge, skills, and awareness necessary to identify hazards, implement preventive measures, and respond swiftly to emergencies. By fostering a culture of safety, training initiatives not only reduce the likelihood of accidents but also cultivate a sense of collective responsibility among workers.
Collaborative Efforts
Our partnership approach to working with organisations means we have a full understanding of their specific health and safety challenges and ensures we deliver the training to employees to meet these challenges. Through partnership and by fostering dialogue, sharing best practices, and leveraging collective expertise, organisations can enhance safety standards and cultivate a culture of continuous improvement.
Conclusion
As we confront the sobering realities revealed by the latest HSA report, the imperative of workplace health and safety training has never been more important. By prioritizing prevention over reaction and investing in robust training courses, risks can be mitigated, lives saved, and a culture of collective responsibility cultivated.
Let us heed the call to action, recognising that safeguarding lives is not just a legal obligation but a moral imperative that defines our commitment to the well-being of our workforce and society as a whole.
Ayrton Group acquires Peter Deer & Associates, a leading consulting engineering company in the UK
Leading professional services, safety and risk management firm Ayrton Group, who are headquartered in Cork, has announced its expansion into the U.K. through the acquisition of the consulting engineering company Peter Deer & Associates.
The move underpins Ayrton Group’s plans for significant growth in the UK and sees Peter Deer & Associates become part of the rapidly growing organisation, which also recently completed the acquisition of Portlaoise-based KTC Safety.
Commenting on the acquisition and expansion, Kieran Linehan, MD of Ayrton Group, said: “The announcement represents a major milestone for us in Ayrton Group. Having celebrated 30 years in business in 2023, we are delighted to see this project come to fruition and are excited to embark on another successful journey as part of our ambitious growth plans. We are proud to welcome the expert Peter Deer & Associates team to our organisation, creating a new business pillar for the Group and another step forward in the Ayrton story. This expansion will bring unique skills and experience to both companies, meaning that our breadth of experience and indeed offering will be expanded.”
Matthew Browne, Director at Ayrton Group added: “Our expansion into the UK comes in the midst of rapid growth for us at Ayrton Group, and forms part of a strategy set in motion a number of years ago to assist us with our ambitious growth plans. We are delighted to see this next step in our acquisition journey come to fruition. We are delighted to see the next step in our acquisition journey come to fruition as we continue to look at further opportunities both in Ireland and the UK.”
Peter Deer & Associates was founded in 1995 by Peter Deer and Michael Humpries. Clients have included the Burberry Head Office, Horseferry House; British Council buildings including those in Cairo, Kabul, Addis Ababa and Alexandria; The National Gallery of Ireland and The Crit Space in the University of Kent.
Peter Deer said: “This is a proud day for us and the entire team at Peter Deer & Associates. Our business has created a platform where quality engineering can be applied across the field of construction, and we are looking forward to working with the team in Ayrton Group to enhance the service offering to our clients, along with many benefits that come with being part of such a highly regarded organisation. Peter Deer and Associates is known for innovative but practical engineering solutions in all aspects of commercial and residential construction. Working with the team in Ayrton Group will broaden services to our clients with excellent career opportunities for staff.
Both Peter Deer and Micheal Humphries will be remaining in the business with a focus on engineering and client liaison, which will be supported by the existing team and continue to provide quality in design and engineering advice.
In the workplace environment regardless of the sector, few issues are as critical as health and safety compliance. Ensuring the health, safety and well-being of employees isn’t just a moral obligation; it’s a legal necessity.
In Ireland, businesses face a myriad of regulations designed to safeguard workers from harm, making navigating these compliance requirements a top priority for all organisations. However, with challenges evolving and new considerations emerging, staying abreast of health and safety standards is becoming increasingly complex.
Employers must ensure their employees’ safety, health and welfare at work, as far as reasonably practicable.
Challenges in Health and Safety Compliance
Businesses can encounter various hurdles when it comes to meeting health and safety regulations. These challenges include:
Complex Regulatory Landscape: Navigating the extensive array of health and safety regulations imposed by national and EU legislation can be overwhelming. Ensuring compliance with standards such as the Safety, Health and Welfare at Work Act 2005 demands meticulous attention to detail and a deep understanding of legal requirements.
Dynamic Work Environments: Workplaces are constantly evolving, with new technologies, processes, and hazards emerging regularly. Adap8ng safety protocols to accommodate these changes while maintaining compliance presents an ongoing challenge for businesses.
In a post-Covid world, businesses must also now accommodate, where prac8cal, remote working for their employees. This also presents new challenges in terms of health & safety training. Employers have a duty to ensure the safety, health and welfare of their employees at work. This includes those who are working from home, insofar as is possible. Risk assessments for home workers should look at what is in the place of work, the work environment or relate to an employee’s work ac8vi8es which could cause harm to employees and determine the control measures that can be implemented to minimise the risk.
Resource Constraints: Many businesses, particularly small and medium enterprises (SMEs), face resource constraints when it comes to implementing comprehensive health and safety measures. Limited budgets and experience can hinder their ability to effectively address compliance issues.
Mental Health and Wellbeing: The recognition of mental health as a crucial component of overall well-being has brought new challenges to the forefront. Employers must now consider not only physical safety but also the psychological welfare of their employees, navigating issues such as stress, burnout, and workplace culture.
Ayrton Group: Your Partner in Health and Safety Compliance
Amidst these challenges, Ayrton Group provides the support for businesses striving to maintain compliance and promote a safe working environment, including:
Risk Management: A Proactive Approach
Risk management is the proactive identification, assessment, and mitigation of potential hazards in the workplace. It’s about foreseeing possible issues before they arise and taking steps to prevent them. This involves a continuous cycle of evaluation, action, and review to adapt to new risks and regulations.
At Ayrton Group, our expert consultants work closely with businesses to develop and implement comprehensive risk management strategies. Our services include onsite assessments, tailored advice, and practical solutions that fit your unique business needs, ensuring a proactive approach to health and safety compliance.
Empowering Your Team Through Training
Employee training is not just a legal requirement; it’s a critical component of a successful health and safety strategy. Well-informed and trained employees are more likely to recognize hazards, follow safety protocols, and contribute to a culture of safety within the organisation.
Ayrton Group offers a wide range of training programs designed to equip your team with the knowledge and skills needed to navigate health and safety challenges confidently. From general awareness to specialised courses, such as workplace first aid or fire warden training, our courses ensure that your staff is competent, compliant, and committed to maintaining a safe working environment.
Building a Culture of Safety
Compliance is not just about ticking boxes; it’s about building a culture of safety that permeates every level of your organisation. A strong safety culture is characterised by shared values, attitudes, and practices that prioritize safety in every task and decision.
Ayrton Group believes in fostering a positive safety culture through engagement, communication, and leadership. Our consultancy services help businesses develop policies, practices, and environments that encourage proactive safety behaviours, creating a safer and more productive workplace for everyone.
Looking Ahead: Future Health and Safety Challenges
As we look to the future, it’s clear that the landscape of health and safety compliance will continue to evolve. Emerging trends such as remote work, automation, and sustainability pose new challenges for businesses, necessitating ongoing adaptation and innovation. Additionally, the growing recognition of mental health as a workplace priority underscores the need for organisations to proactively address psychological well-being alongside traditional safety concerns.
Staying abreast of these changes is crucial. Ayrton Group specialises in Occupational Health and Safety and is Nebosh accredited. Our NEBOSH – International General Certificate in Occupational Health and Safety course offers up-to-date training and consultancy services that ensure your business not only meets but stays ahead of legal requirements.
In conclusion, navigating health and safety compliance in the modern business landscape requires a proactive and multifaceted approach. By partnering with Ayrton Group, businesses can equip themselves with the knowledge, resources, and support needed to overcome challenges, promote a culture of safety, and ensure the well-being of their most valuable asset—their employees. Together, we can build safer, healthier workplaces for the future.
As we celebrate International Women’s Day 2024 with the theme “Inspire Inclusion,” it’s crucial for businesses to reflect on their practices and policies to ensure that the workplace is not only inclusive but also supportive of gender-specific needs. In this blog, we’ll explore how managers can play a pivotal role in fostering an environment where all employees feel valued, respected, and empowered to thrive.
Some simple, but effective steps you can take are outline below:
Inclusive policies go beyond gender equality; they encompass all employees’ diverse needs and experiences. Managers need to recognise and address gender-specific issues such as menopause to create a supportive work environment. Menopause can significantly impact a woman’s physical and emotional well-being, and managers need to understand and accommodate the needs of female employees during this stage of their lives.
By implementing policies such as flexible work arrangements, menstrual leave, and access to resources for managing menopause symptoms, managers can demonstrate their commitment to supporting women’s health and well-being in the workplace.
Communication is the cornerstone of any healthy workplace culture. Managers play a critical role in creating an environment where employees feel comfortable approaching them with concerns or problems, regardless of gender. It’s essential to foster open and transparent communication channels to address issues promptly and effectively.
Regular feedback sessions, one-on-one meetings, and anonymous suggestion boxes can allow employees to voice their opinions and concerns without fear of judgment or reprisal. By encouraging open communication, managers can build trust and foster a sense of belonging among their team members.
Managers must lead by example and demonstrate inclusive behaviours in their interactions with colleagues. Gender biases can manifest in subtle ways, from interrupting female colleagues during meetings to overlooking their contributions. Managers need to be mindful of these biases and actively work to mitigate them.
By promoting diversity in hiring and promotion practices, providing equal opportunities for career advancement, and offering mentorship and support to female employees, managers can create a level playing field where everyone has the chance to succeed based on merit.
Leading by example sends a powerful message that diversity and inclusion are not just buzzwords but fundamental values that guide the organisation’s culture and practices.
Investing in training and development is key to fostering an inclusive workplace culture. Managers and employees alike can benefit from education on diversity, inclusion, and gender sensitivity. Workshops on topics such as unconscious bias, communication skills, and conflict resolution can help managers develop the skills they need to create an inclusive work environment.
Providing resources for ongoing learning and development, such as online courses, seminars, and peer-to-peer mentoring programs, demonstrates the organisation’s commitment to supporting personal and professional growth.
By investing in training and development, managers can equip themselves and their teams with the knowledge and skills needed to navigate the complexities of a diverse workforce effectively.
Recognising and celebrating diversity is essential for creating an inclusive workplace where all employees feel valued and appreciated. International Women’s Day provides an excellent opportunity to celebrate the contributions of women in the workplace and beyond. Organisations can showcase success stories of female employees and leaders, host panel discussions on gender equality and diversity, and organise networking events to facilitate connections and collaboration.
By highlighting the achievements of women and promoting gender diversity, organisations can inspire others and challenge stereotypes. It’s essential to recognise that diversity extends beyond gender and encompasses a wide range of identities and experiences. By celebrating diversity in all its forms, organisations can create a more inclusive and equitable workplace where everyone has the opportunity to thrive.
Creating an inclusive workplace where all employees feel valued and respected requires a concerted effort from managers and leaders. By implementing female-oriented policies, fostering open communication, leading by example, investing in training and development, and celebrating diversity, businesses can inspire inclusion and empower women to thrive in the workplace.
As we commemorate International Women’s Day 2024, let’s reaffirm our commitment to building a more inclusive and equitable future for all.
Financial Fallout: While the immediate costs of workplace accidents might seem contained, the ripple effect is significant. Consider these average figures for Ireland:
For any business, employee safety is paramount. It’s not just a moral obligation, but a smart financial decision. While injuries and accidents might seem like one-off incidents, the true cost extends far beyond immediate medical bills and workers’ compensation. Here at Ayrton Group, we firmly believe that prioritising safety and understanding these hidden costs are crucial for ensuring a healthy and productive work environment.
But these are just the tip of the iceberg. Hidden expenses include:
A Human Cost We Cannot Ignore: Sadly, even with robust safety measures, workplace fatalities can occur. According to ILO and EU-OSHA research, work-related accidents and illnesses result in the loss of 3.9% of global GDP, translating to a staggering €2,680 billion annually. The human costs of workplace accidents is immeasurable, leaving families and communities devastated. No amount of money can compensate for the loss of life or the lasting physical and emotional trauma.
Time and Energy Drain: The hidden costs don’t stop there. Every accident, regardless of severity, diverts valuable time and energy away from core business activities. The average length of a workplace accident case in Ireland is 12 months, consuming time and energy for:
These hidden costs can lead to decreased morale, higher employee turnover, and a less efficient overall operation.
Investing in Safety, Investing in Success: At Ayrton Group, we understand that prevention is always better than cure. That’s why we are proud to be NEBOSH certified and prioritise:
By proactively investing in safety, we can significantly reduce the risk of accidents and their associated costs. Remember, prioritising safety is not just about ticking boxes; it’s an investment in your:
Partner with Ayrton Group and let us help you create a workplace where safety is not just a value, but a way of life.
Together, let’s prevent accidents, protect lives, and ensure a brighter future for everyone.
Contact us today to learn more about our safety solutions.
For businesses in Ireland, fire safety isn’t just a regulation, it’s a responsibility. Every year, workplace fires cause damage, disruption, injury and even loss of life. But by taking proactive steps, you can significantly reduce the risk of fire and ensure the safety of your employees, customers, and premises.
Ayrton Group is passionate about helping businesses create safe and healthy environments and in this blog post, we’ll be taking a closer look at some essential fire safety tips:
Prevention is Key:
Be Prepared for the Unexpected:
Reminder:
By implementing these tips and partnering with Ayrton Group, you can create a culture of safety in your workplace, protecting your people and your business from the devastating consequences of fire.
Additional Resources:
The Irish Fire and Emergency Services Association: https://www.ifesa.ie/
The Health and Safety Authority (HSA): https://www.hsa.ie/eng/
Ayrton Group Services:
Fire Warden Safety Awareness Training
Workplace Fire Safety Management Audit
Remember, fire safety is everyone’s responsibility. By taking action today, you can prevent a spark from becoming a fire. Contact us here to find out more.
Ireland has made significant steps towards workplace safety, particularly in industries where quad bikes or all-terrain vehicles (ATVs) are used. Quad bikes and ATVs are very useful in navigating difficult terrain, but if not properly used, can result in serious injury and fatalities.
To reduce the risk of death or injury, the Safety, Health and Welfare at Work Regulations have been updated to now mandate that individuals operating quad bikes adhere to stringent safety measures for greater workplace safety.
Understanding the New Quad Bike Regulations:
The Safety, Health and Welfare at Work Regulation has seen the introduction of two key updates for quad bike operators:
1. Mandatory Training Courses:
Anyone using a quad bike must complete a training course with a registered provider to QQI standard or its equivalent. This measure is designed to ensure that operators possess the necessary skills and knowledge to handle quad bikes safely in various work environments.
2. Protective Headgear Requirement:
Another crucial aspect of the regulations is the stipulation that any operator of a quad bike or ATV must wear protective headgear. This includes helmets that meet the specified safety standards, providing an additional layer of protection in the event of accidents or collisions.
The Risks and Consequences of Quad Bike Operation:
While quad bikes are invaluable in various industries for their versatility and mobility, their operation comes with inherent risks. Understanding these risks is paramount to developing effective safety measures. Some of the causes of accidents include:
1. Accidents and Collisions:
Quad bikes are prone to accidents and collisions, especially in uneven terrains. This can lead to severe injuries or fatalities if operators are not trained to navigate challenging environments.
2. Roll-Overs:
The risk of quad bikes overturning is a significant concern. Uneven surfaces, steep inclines, or sudden turns can contribute to roll-overs, posing a direct threat to the operator’s safety.
3. Lack of Operator Awareness:
Insufficient training can result in a lack of awareness about safe operating practices. Operators may fail to recognize potential hazards, increasing the likelihood of accidents.
4. Single-Rider ATVs with Passengers:
Some ATVs are designed for single riders, and carrying passengers on such vehicles can lead to instability and loss of control. Passengers can disrupt the balance of the ATV, increasing the risk of accidents.
5. Single-Rider ATVs with Passengers:
Some ATVs are designed for single riders, and carrying passengers on such vehicles can lead to instability and loss of control. Passengers can disrupt the balance of the ATV, increasing the risk of accidents.
6. High Speeds:
Operating ATVs at excessive speeds significantly increases the risk of accidents. High speeds reduce reaction time, making it challenging for riders to respond to unexpected obstacles or changes in terrain.
7. Insufficient Protective Gear:
In addition to helmets, inadequate use of other protective gear, such as gloves, goggles, and sturdy clothing, can result in injuries. Proper protective equipment helps minimize the impact of accidents and provides additional safety.
Mitigating Risks Through Training:
To address these risks effectively, investing in comprehensive training programs is crucial.
The Role of Protective Headgear:
In addition to training, the use of protective headgear is instrumental in safeguarding operators. Helmets designed for ATV use provide:
The new quad bike regulations underscore the commitment to prioritising safety in the workplace. By mandating training courses and the use of protective headgear, these regulations aim to mitigate the risks associated with quad bike operation.
Ayrton Group, and our sister company, KTC Safety, offer QQI standard quad bike training courses to provide ATV operators with the skills and knowledge required to safely operate an All Terrain Vehicle. Once complete, all successful candidates will accredited with a LANTA
In the fast-paced world of today’s workplaces, the well-being of employees is paramount for fostering a healthy and productive work environment. Mental health, a crucial aspect of overall well-being, deserves special attention, particularly at this time of year.
In this post, we focus on the signs that someone may be struggling with their mental health, and provide valuable insights for employers on preventing mental health issues, including SAD, in the workplace.
What is Mental Health Wellbeing?
Mental health well-being encompasses emotional, psychological, and social well-being. It influences how individuals think, feel, and act, ultimately shaping their ability to handle stress, make decisions, and relate to others. A positive mental health environment in the workplace is essential for fostering creativity, productivity, and overall job satisfaction.
What is Seasonal Affective Disorder (SAD)?
SAD is a type of depression that occurs at a specific time of the year, typically during the Autumn or Winter months when daylight hours are shorter, the weather takes a turn and pressures mount around Christmas and end of year deadlines. There is also a biological theory in that it is believed to be linked to a lack of sunlight exposure, leading to disruptions in the body’s internal clock and affecting mood-regulating neurotransmitters like serotonin.
Signs of Mental Health Struggles in the Workplace:
Identifying signs that someone may be battling with mental health challenges, including SAD, is crucial for offering support. While these signs can vary, common indicators may include:
Preventing Mental Health Wellbeing Issues and SAD in the Workplace:
As an employer, creating a supportive and inclusive workplace culture is instrumental in preventing mental health issues. Here are proactive steps to foster mental health wellbeing and address SAD:
Prioritising mental health well-being in the workplace is not just a moral imperative; it’s also a strategic investment in the success and longevity of your organisation. By proactively addressing mental health issues, including Seasonal Affective Disorder, employers can create an environment where employees feel supported, valued, and empowered to perform at their best. A holistic approach that combines awareness, education, and supportive policies will contribute to a workplace culture that prioritises the mental health and well-being of all its members.
At Ayrton Group, we offer a range of training courses that will equip your staff with the skills and knowledge to better manage their mental health wellbeing but also recognise the signs of mental health issues and implement appropriate and timely interventions to support colleagues experiencing mental health issue. You can learn more about these courses here:
Or if you’d like to get in touch and discuss how we can support you in implementing a mental health wellbeing strategy in your workplace, visit https://www.ayrton.ie/contact/ or contact us at info@ayrton.ie
