Family Business United has compiled a list of the UK's leading Family Business Apprentice Employers for 2024 to demonstrate the contribution that family firms across the UK are making to employing apprentices and their investment in the next generation of employees. This is the third year that the report has been complied to showcase the family business sector and their commitment to apprentices within their businesses. Key Findings: Bagnalls come out on top as the overall top family business apprentice employer in the UK JCB top the list when it comes to employing the most apprentices in the UK by a family business Scot JCB have the highest proportion of apprentices within their workforce The top 20 family business apprentice employers have 1,012 apprentices working for them 384 new apprenticeships started in the year to June 2024 127 apprentices were concluded in the year to June 2024. The Top UK Family Business Apprentice Employers Submissions were received from all corners of the UK and the top 20 included in the report represent the best in terms of number of apprentices, the creation of new apprenticeships and the number of apprentices completing and graduating from their apprenticeship programme in the year to June 2024. The top family business apprentice employers in the UK for 2024 are: Bagnalls Hendy Group KW Bell Group JCB Scot JCB William Hare Group Simpsons Malt Ltd GAP Group Frederic Robinson Ltd The Clancy Group John Good Group McAlpine & Co Ltd Malcolm Group Bailie Group Novus Property Solutions JW Lees & Co HE Simm Group Walker's Shortbread Ltd Allied Vehicles Group Brewers Decorator Centres Apprenticeships are seen as a rich source of craftsmanship, worthy of ongoing investment and it is great to see the number of apprentices in this annual report increasing year on year. Furthermore, the businesses in the report represent sectors of the economy that include property and construction, manufacturing and engineering, motor retail, consulting services and food and drink mirroring the growth and availability of apprenticeships in sectors away from where they may have been more traditionally aligned in the past. As Paul Andrews, Founder and CEO of Family Business Untied concludes: "Family businesses are innovative and entrepreneurial and it is great to see so many providing apprenticeships within their organisations." "This is our third report and it clearly highlights the growing importance of apprenticeships to family firms across the UK and the continuing commitment from leading family businesses to continue to invest in the ongoing development of the next generation of their staff. There are significant numbers of apprenticeship opportunities available within the family business sector in the UK today and they provide a fantastic stepping stone into a career with long term development opportunities that may even take you to a board position in the future." "It is a privilege to be able to highlight the positive contribution that family firms are making by way of apprenticeships and to shine a light once more on the fantastic way that the family business sector is embracing learning and development within the way that they operate." A copy of the final report is available to download here and is free to Family Business United members and digital subscribers. Furthermore, if you would like further details about the report, wish to supply figures for the 2025 campaign or are interested in sponsoring the next report, please do not hesitate to contact us .

A major milestone has been reached in the construction of a £18m care home in Flint that will provide important additional ‘later living’ accommodation in the town. Work by contractor Willmott Dixon on the home called Tŷ Croes Atti has reaching the ‘topping out’ stage, which signifies completion of the building structure’s highest point. When complete in the summer of 2025, it will provide quality and dedicated later living housing for 56 local residents. It also sees an existing care home in the area relocated and expanded from its current 31-bed capacity. Integrated social care and health care services will be delivered by Betsi Cadwaladr University Health Board (BCUHB) and Flintshire County Council social services teams. Partners and stakeholders from Flintshire County Council, Betsi Cadwaladr University Health Board, Willmott Dixon, Welsh Government and the Regional Partnership Board attended the topping out ceremony. As part of the visit, attendees signed the lift shaft to commemorate the special moment. They included deputy leader of Flintshire County Council and Cabinet Member for Social Services and Wellbeing, Councillor Christine Jones, who said: “I am honoured to be a part of this incredible project and it was wonderful to see this impressive build taking shape." “The care sector in Flintshire is working within an increasingly challenging environment and therefore as a council we are taking a positive approach to develop care homes that value older people and provide good, quality support that stands us in good stead for the future. I look forward to watching as this project develops and would like to thank all of our partners for their hard work.” Tŷ Croes Atti is being funded through Flintshire County Council’s capital programme and backed by just over £11m via the Welsh Government’s Integration and Rebalancing Capital Fund (IRCF) and Housing with Care Fund (HCF) capital programmes. Minister for Social Care, Dawn Bowden, said: “This project is a fantastic example of partnership working to deliver for people in Flintshire. It will help build the sort of community capacity we need for the new, integrated models of care we are prioritising across Wales. I am delighted to see this major milestone celebrated at Tŷ Croes Atti.” Michelle Greene, Director of the East Integrated Health Community at Betsi Cadwaladr University Health Board, added: “I was delighted to attend the roof-topping ceremony to mark the importance of the new Croes Atti care home. It will help us deliver our commitment to provide high-quality integrated social care and health care services alongside Flintshire County Council social services teams, and support people in the community as close to home as possible." "Thanks to the continued partnership working with Flintshire County Council we will be able to provide more support to people in the area." Mike Lane, operations director for Willmott Dixon, said: “We’re proud to be delivering such an important project which expands the high-quality health and social care services for the community of Flint. As progress continues, alongside Flintshire County Council and all our partners, to date we’ve created six new employment opportunities for local people and delivered 197 hours of education and careers initiatives in local school and colleges.” Andy Peck, Senior Client Relationship Manager, Procurement Hub, said: “This project is a great example of how the Major Projects Framework 2 can deliver true value for the people of Flintshire. Local supply chains have played a major role in delivering this project, bringing well needed support to the care sector." "There are significant challenges in the care sector, and this type of scheme demonstrates the fantastic partnership that Procurement Hub and Willmott Dixon can deliver together.”

Family Business United has launched a new campaign to celebrate the role of women in family firms. There are some incredible women, family members and non-family members alike doing some amazing things in family firms across the UK and we want to celebrate their contribution to this thriving sector and are compiling our inaugural report highlighting some of these incredible women. The report will be published in early 2025 and focus on women that are making a difference, be it through their leadership, innovation and entrepreneurship or by leading change, pushing the environmental agenda, being the next generation pioneer or making a significant contribution to the broader impact of the business in their sector or through community and charitable endeavours. As Paul Andrews, Founder and CEO of Family Business United adds: "We are always looking for ways to shine the spotlight on the family business sector and the incredible contribution it makes to the national economy through employment, income generation and wealth creation. What better way to do this than to celebrate the role that women play in family businesses throughout the UK that collectively make such an impact each and every day." "We are looking for individuals who make a difference, contribute to the success of the family firms in which they operate and are great ambassadors for the sector too. We are excited about the compilation of a report that showcases the depth and diversity of roles that women play in family firms across the country today." Do you know a woman working in a family business who deserves recognition? Nominate an individual using the online form here  and help us in our quest to compile a report celebrating the contribution of women in family businesses across the UK today.

To grow with the agricultural retail and large ranching/farming segments in the western and central regions of the US, Cargill has acquired two feed mills from Compana Pet Brands – one in Denver, Colo. and the other in Kansas City, Kan. With the addition of the two facilities, Cargill is better positioned to expand the production and distribution capabilities of its Animal Nutrition and Health business in the US. The transaction finalised on September 3, 2024. Terms were not disclosed. Mariano Berdegue, Senior Vice President for Cargill’s Animal Nutrition & Health Americas business said: “These two feed mills are a perfect fit for our Cargill Animal Nutrition and Health business in the US to better position us for long-term growth of our full portfolio and serve a range of customers, from the larger farmer/rancher to the local retailer who sells horse treats and pet food.” With the Denver mill acquisition, Cargill welcomes more than 35 employees. The mill has dedicated packing lines, which allows for growth with ag retail customers who serve the backyard/hobby farmer and pet owner segments. Cargill will also be able to meet the needs of large farming and ranching operations in the region with the expanded capacity and some additional investments in the operation. The goal is to make this facility a modernised, flagship feed mill. The newly acquired Kansas City mill is located close to Cargill’s Kansas City feed facility and enables the company to continue to be a key supplier in the area and grow with customers in the region. “This transaction is mutually beneficial as Cargill will continue to manufacture our product,” said Greg Pearson, CEO, Compana Pet Brands. “We are excited to work together in the years ahead.” These new acquisitions expand Cargill’s capabilities in feed production and distribution in the US, expanding their ability to offer world-class products, services, and solutions in animal nutrition, performance, and health for dairy, livestock, and lifestyle/pet feed segments.

A leading tax expert has warned that rumoured changes to Inheritance Tax (IHT) as part of Labour’s Autumn Budget could stifle wealth transfer and economic growth. Speculation suggests Rachel Reeves could introduce a lifetime allowance on gifting, with some suggesting a lifetime cap in the region of £1 million, in a move that could dramatically impact estate planning. Currently, individuals can make unlimited tax-free gifts of certain assets, where they are either not subject to capital gains tax (CGT) or there is a relief to hold over any capital gain during their lifetime, provided they survive seven years from making the gift. This flexibility has allowed families to pass on wealth without the heavy burden of IHT, which is charged at 40% on estates exceeding the £325,000 threshold. However, with the possibility of a lifetime allowance on gifts and CGT reliefs being tempered, this window of opportunity may close following the Chancellor’s announcements on 30 October​. Robert Wardle, Partner and Head of Tax for the North West region at UK top ten accountancy and advisory firm Azets, warned that the introduction of a lifetime allowance and limit on CGT reliefs could severely restrict how much individuals can transfer assets without incurring a tax liability. He said: “Clearly, we are speculating but we know that the government needs to raise funds and this would be one way to do it, together with changes to capital gains rates and removal of reliefs which are needed to relieve capital gains on certain gifts. Each of these suggestions could impact the ability to pass on assets in a tax efficient manner to the next generation." “With rumours around the introduction of a lifetime allowance on gifting and the suggestion of a lifetime cap of £1 million, we hope this does not signal a return to the punitive tax regime of the 1970s, when marginal tax rates reached up to 83% on earned income and 98% on investment income. Robert is advising those considering making significant gifts to loved ones to act now and to seek tax advice on the options available under the current rules, ahead of any potential changes. He added: “There is still time – likely up until the day before the Budget on 30 October – to make tax-efficient gifts under the current regime. After that, any changes could be announced with immediate effect, leaving families and individuals exposed to new limits and tax liabilities. “I urge individuals to review their estate planning strategies now and seek advice while they can still make the most of the current IHT rules as we may see a radical change to how estates are managed, potentially leading to larger IHT bills down the line. Waiting until the Chancellor's Budget speech could mean missing out on vital opportunities to protect your assets.”

Henkel has achieved a ground breaking sustainability milestone, with its Nairobi, Kenya manufacturing site now fully powered by 100% renewable electricity. This accomplishment marks a significant step forward for Henkel's sustainability efforts in the region, highlighting Kenya’s leadership in the transition to clean energy. Henkel Kenya is among eight manufacturing sites of the Adhesive Technologies business unit in the Middle East and Africa, that have successfully transitioned to renewable electricity sources, eliminating carbon dioxide (CO2) emissions from their electricity usage, also known as Scope 2 emissions. This shift includes on-site solar installations and external renewable sources such as hydroelectric and wind energy. Speaking on this landmark achievement, Nancy Mwathi, Plant Manager for Henkel's Nairobi Adhesives Factory, shared her excitement: “This is a tremendous milestone for our team and a key part of Henkel's broader vision. Seeing this project, which began in 2021, come to fruition in 2024 has been both exciting and transformative. By aligning our goals with Henkel’s 2030+ Sustainability Ambition Framework, we are not only contributing to global ambitions but also making a tangible impact on the ground here in Kenya.” Henkel’s Nairobi factory has transitioned to renewable electricity sources, including on-site solar installations, helping eliminate Scope 2 emissions and significantly reducing its carbon footprint. This shift to renewable energy is expected to avoid around 3.5 tons of CO2 emissions annually, setting a new benchmark for sustainability in the country. Currently, the solar installation at Henkel’s Nairobi site provides about 95% of daily electricity needs on optimal days, while the remaining 5% runs on external renewable sources. The plant is exploring ways to further expand this capacity, reinforcing Henkel's environmental responsibility. Through its initiatives, Henkel has eliminated approximately 10,471 tons of CO2 emissions per year from its Scope 2 activities, equivalent to removing the carbon footprint of around 2,500 gasoline-powered cars driven for one year or ca. 2,700 flights from New York to Singapore. By drastically reducing its reliance on fossil fuels, Henkel is making a substantial environmental impact and setting a benchmark for the industry. Mwathi further emphasized the long-term vision for the plant: “The journey towards setting a net-zero pathway is well underway. We are looking into increasing our solar capacity and integrating more renewable electricity sources at all our sites worldwide. Our focus now is on achieving greater sustainability through initiatives like water and waste circularity, which will play a crucial role in our future plans.” Aligned with Henkel's 2030+ Sustainability Ambition Framework, this achievement is part of Henkel’s broader goal to create value through purposeful growth and responsible business development. “Our transition to renewable energy is about much more than just reducing emissions. It’s about setting a standard in Kenya and across the region. We are committed to fostering a future where sustainability and business success go hand in hand,” concluded Mwathi. With this milestone, Henkel continues to lead by example, showcasing that sustainable practices can drive positive environmental impact while achieving operational excellence.

Family Business United has compiled a list of the top family businesses employing apprentices to demonstrate the contribution that businesses are making to employing apprentices and their investment in the next generation of employees. Submissions were received from all corners of the UK and the final top 10 represent the best in terms of the number of apprentices, the creation of new apprenticeships and the number of apprentices completing and graduating from their apprenticeships. Entries were open to family businesses employing more than five apprentices and and they were analysed and rank on a number of different factors which were consolidated to determine the final listing. As Paul Andrews, Founder and Managing Director of Family Business United adds, “Family businesses are innovative and entrepreneurial and it is great to see so many providing apprenticeships. This inaugural report has clearly demonstrated the commitment of family firms to invest in the next generation of their staff and that there are a significant number of apprenticeship opportunities within the family business sector.” The Top 10 Family Business Apprentice Employers Hodgkinson Builders Novus Solutions JCT600 Bagnalls Sound Leisure JCB The Malcolm Group The Clancy Group Portakabin Ltd Arco As Chris Black, Managing Director of Sound Leisure explains, “Sound Leisure has benefited from welcoming apprentices into our business for decades and we now have various members of the team in management levels and throughout the business that started with us as apprentices.” “There is nothing more rewarding in business than to see a young person enter the business with little knowledge and grow into an adult full of confidence and with a skill that they will be able to use for the rest of their working career.” Ellie Jobes is the HR Director at Bagnalls, another Yorkshire based family businesses that recognises the value of apprentices. As she explains, “We have been employing apprentices continually since 1899. Each year we recruit more than 20 apprentice painters and decorators, as well as offering existing employees the opportunity to expand their skills through an apprenticeship.” “Recruitment and development of apprenticeships is key to ensuring that we continue to provide skilled tradespeople to our customers. Many of our Branch Managers and Directors joined the business as apprentices, demonstrating that apprenticeships give a solid foundation on which to build a long-term career. We continue to promote the value of apprenticeships within our industry and more widely wherever we can,” concludes Ellie. Rose Bamber is one of the apprentices at Bagnalls, the specialist painting and decorating contractor. As Rose explains, “Being an apprentice for Bagnalls is important to me as it has provided the opportunity to gain valuable real-world work experience, whilst also giving me the support and training to develop my skills and confidence as a painter and decorator.” Dave Boot, is the Branch Manager of the Wolverhampton Branch of Bagnalls and himself a big fan of apprenticeships. “An apprenticeship is a great way of gaining experience whilst training and I decided that was the route for me.” “When I left school I wanted to get a trade and stumbled across Bagnalls and I applied due to the fact it was a family company, the type of projects that the business is involved with and the length of time the business had operated were all a huge factors that influenced my decision to apply.” “I really enjoyed the 3 year apprenticeship and at the end of it was approached to be a management trainee. I had wanted to progress into a management position from an early stage and jumped at the opportunity. Bagnalls promote from within and support good people and have helped me to progress to my position today,” concludes Dave. Nicola Tordoff-Sohne is the Head of Colleague Experience and JCT600, another Yorkshire based family business that recognises the benefits that apprentices afford their business. “‘It means so much to us as a family business to help nurture the future generations of our business. Our apprentices bring so much at every stage of their journey. Starting with a fresh perspective and lots of enthusiastic energy. As they grow and develop their careers with us, they bring a level of skill and expertise that helps us deliver our mission of ‘just being the best at what we do’ here at JCT600,” she adds. Ben Collinson is one of the JCT600 customer service team who recently qualified with a Level 3 in Customer Service. He really appreciates the apprenticeship programme and adds that “The apprenticeship has given me a sense of purpose, a good base and opportunity for a rewarding career. It’s improved my confidence massively. I have enjoyed such support from both the Academy and my colleagues on site. I have picked up a mix of skills from them and I wouldn’t change a thing.” Craig Wilson is a Workshop Trainer for The Malcolm Group. Historically, The Malcolm Group has always been an employer of apprentices across most aspects of the business, and he started as an apprentice HGV Technician with the company when leaving school in 1999. Craig explains, “Whilst I served my time mostly in our logistics depot at Newhouse, I helped at other locations from time to time which gave me the opportunity to travel and meet new people, which is something I enjoy. As time progressed, I always took an interest in the new apprentices coming through and tried to help in any way I could by sharing my experiences, whilst they completed their apprenticeships.” “Now in my current role as Workshop Trainer, part of my remit is to help recruit suitable new apprentices for our workshops and keep track of their progress both in the workshop and when they attend college, which is something I have enjoyed immensely. Watching them progress from sometimes shy sixteen/seventeen-year-olds to completing their course with help from myself and others along the way is very fulfilling and rewarding. We as a company see apprentices as our future and invest in them heavily to give them and us the best opportunities going forward.” “In an industry where recruiting the right people is not always easy, having a steady flow of apprentices coming through reduces the need to look elsewhere too,” concludes Craig. Nathan Black is another one of The Malcolm Group apprentices. He is an HGV Apprentice Technician having started as an HGV Apprentice Technician in the Logistics Division earlier this year, aged 17. “This was my first job since leaving school and I am grateful for the opportunity to learn new skills through ongoing training, such as gaining my HGV licence. The role has helped me to become a more independent and confident individual, with financial stability. I have been given a great opportunity to develop a secure progressive career within a forward-thinking company,” adds Nathan. “Due to the variety and volume of work, I genuinely enjoy all aspects of my job. It has been great meeting new people and I like the balance of working within a team and on my own. Every day is different, with the opportunity to learn different skills. I particularly enjoyed my shunter training within the yard. The Malcolm Group has depots throughout the UK, and this gives me the opportunity to visit other locations. As part of the workshop team, I enjoy socialising with my colleagues as well as working alongside them, which gives me a good work life balance,” Nathan concludes. “Family business continue to offer excellent career opportunities for those in the next generation looking for the chance to learn skills and apply them directly in the workplace. It is refreshing, but not unsurprising, that a significant number of family firms across the UK are providing apprenticeships and reaping the benefits too. Family firms are renowned for being good places to work and retaining staff for many years so the increasing role that apprenticeships have to play is yet more testament to the long term view taken by family firms with a desire to invest in their people too. This inaugural report shines a positive light on family firms continuing to make a difference and we look forward to seeing how the trend continues in years to come,” concludes Paul. The full findings are summarised in the report below:

Family Business United is delighted to announce the launch of our Family Business Apprentice Employers Report 2023 as we seek to identify and quantify those family firms across the UK who continue to invest in apprenticeships and the development of skills for the future. 2022 saw the publication of the inaugural report into family firms and their commitment to apprentices and we are now on a quest to build on these initial findings in 2022. Taking part in the campaign simply requires a UK based family business to have a minimum of 5 apprentices on their books as at June 30, 2023 and to supply information on their apprentices and their total number of employees using the form below. Data requested: Total number of employees Total number of apprentices Total new apprentices taken on in the year Total apprentices completing their apprenticeship in the year. The team at Family Business United then complete a detailed analysis of the data in order to rank the businesses involved and generate the final report. As Paul Andrews, Founder & CEO of Family Business United explains, "Family businesses are innovative and entrepreneurial and it is great to see so many providing apprenticeships. The inaugural report clearly demonstrates the commitment of family firms to invest in the next generation of their staff and that there are a significant number of apprenticeship opportunities within the family business sector. We look forward to seeing the results of the 2023 research in due course."

Eight leading chefs participated in a comprehensive two-day trip to Holland to mark the official launch of the Dutch premium kitchen suite brand Qook! into the UK hospitality market. The event was organised by Qook!’s sole UK distributor, Peterborough-based KFE, in conjunction with manufacturer QBTEC, based in Woerden, Holland. Chefs on the trip included Adam Smith, Woven by Adam Smith, Ascot; Eric Snaith, Titchwell Manor, King’s Lynn; Jason Wass, Stein’s Group, Cornwall; John Molnar, The Cod’s Scallops, Nottingham; Laurence Henry, The Martin’s Arms, Colston Basset; Lenny Carr-Roberts, Bugle Inn/The Fox, East Sussex; Mark Poynton, Caistor Hall, Norwich; and Simon Hulstone, The Elephant, Torquay. Qook! is the leading brand of premium commercial kitchen suites in Europe, supplying high-end restaurants and hotels in Holland, Belgium, Germany and France. Its custom-made suites are manufactured from the highest quality, 5mm thick stainless steel and can be configured in wall or island configurations, in round or square designs, and without any joins for a flawless finish. Qook! suites can incorporate any combination of equipment from worktables and sink units to extractor hoods and advanced cooking solutions such as deep fryers, warming drawers and convection ovens, to deliver a fully equipped kitchen tailored to professional requirements. What sets Qook! apart is its ability to provide a cohesive solution throughout the kitchen. From the workstations to the chef’s pass, the same high quality finish and unmistakable Qook! design is applied, ensuring synergy throughout. Day one featured visits to the Michelin-starred restaurant Inter Scaldes in Kruiningen, where chefs enjoyed a personal tasting menu from head chef Jerome Achtien and a private tour of the kitchen, including the Qook! suite. The next stop was Pesca, a unique seafood concept in Rotterdam, where customers buy their fish at market prices from the fishmongers, choose their sides, and a unique menu is created. After a night of rest at the boutique Van Rossum Stadshotel in Woerden, chefs embarked on a tour of QBTEC’s state-of-the-art manufacturing facilities to witness the skill and expertise that goes into every custom-made Qook! suite. A final stop at fine dining restaurant Calva in Nootdorp saw chefs participate in an interactive workshop with master chef Tom Beckers, cooking a range of dishes including steak, cod and oysters on an Adieu grill built into a Qook! suite. Commenting on the trip, Adam Smith, Head Chef at the Michelin-starred Woven at Coworth Park, says: “The Qook! kitchen we saw at Inter Scaldes is the sort of kitchen that all chefs dream of. It has everything you could want for and was absolutely beautiful. It’s obviously a restaurant that's aiming to be at the absolute top of the league of the gastronomic scene and it was special. It's very, very impressive.” Discussing the opportunity to design a bespoke Qook! kitchen suite, Adam adds: “When you want to operate at the elite level and you want to work in restaurants that aspire to have fantastic accolades and be busy, with all cooking there is no rulebook. You choose how you want to work, and everybody will work slightly differently. To have that opportunity with Qook! to design something bespoke for yourself, to have the expertise and the knowledge of people who do that for a living all the time, I think is fantastic.” Nikki Williams, Sales Director for Qook! by KFE, comments: “It was an amazing trip to Holland and it was great to see the chefs’ reactions to the superior quality of Qook! equipment. We are excited to bring Qook! to the UK and to introduce a new standard for commercial kitchens.” Qook! is distributed in the UK by KFE, a trusted leader in foodservice equipment since 1996. Find out more here: www.qookbykfe.kitchen

Leading glass packaging firm, Croxsons, has placed an emphasis on its rich heritage of charitable giving, by joining Giving What We Can's 10% Pledge and committing at least 10% of its net profits to effective charities. The move formalises Croxsons support for both local and global causes, which it has maintained for over three decades and across two generations. It also reinforces the company's core purpose of making a difference. Giving What We Can is a global community that encourages businesses to pledge at least 10% of their profits to charities. Founded in 2009, it helps people and companies make impactful donations by combining evidence and reason to address major global challenges like poverty, education and climate change. Tim Croxson, Croxsons’ CEO, said: As a team, we have shown our commitment to charitable giving every year by supporting great causes close to our hearts. By signing the10% Pledge, we affirm this generational commitment, reinforcing our values to make a difference wherever we can.” Croxsons' primary goal has always been to make a positive impact, whether it's through the services they provide to their customers, supporting the success and well-being of their team, or contributing to local communities. This commitment has reinforced Croxsons' dedication to impactful, sustainable change, addressing challenges such as poverty eradication, social justice, education and more. "Our support for the 10% Pledge demonstrates the importance we place on how we conduct business, not just the results,” added Tim. “We hope this will inspire others to join us in making a difference, for the benefit of our customers, our team and the broader community."

Almost three-quarters of companies now offer employee wellbeing programmes. Despite this, 83% of professionals state they’ve experienced mental ill health at work in the past 12 months – with more than a quarter encountering it ‘regularly.' Robert Walters ' survey of 3,000 professionals in the UK & Ireland recently revealed that despite employers’ best efforts to enhance wellbeing offerings like employee wellbeing programmes e.g. mental health support (71%), Cycle-to-work schemes (65%), Healthcare vouchers (48%) and free or discounted gym membership (43%) – they still may not be effectively addressing the current crisis. Key Findings: 71% of UK employers currently offer wellbeing benefits to their staff 83% of professionals have at some point experienced poor mental health at work 58% of professionals state that employer provided mental health support feels like a ‘box-ticking exercise’ However, 80% haven’t accessed their employer provided mental health support One third of C-Suite professionals consider employee wellbeing programmes the most important wellbeing benefit when considering a job offer A recent survey by Ipsos indicated that mental health has recently overtaken cancer and obesity, to become the most common health problem Britons worry about. Habiba Khatoon, Director of Robert Walters Midlands: “While it’s encouraging to see that many employers have been ramping up their wellbeing benefits – our research shows that the interventions currently on offer are falling short in meaningfully supporting professional’s wellbeing.” Are Wellbeing Benefits A Box-Ticking Exercise? Less than a fifth of professionals claim to have accessed the mental health support provided by their employer in the past 8 months. When asked why they hadn’t, 58% stated that these types of benefits feel more like a ‘box-ticking exercise’ rather than provide any meaningful support – with a further 29% stating the services they’ve been offered need to be improved. Habiba comments: “Employee wellbeing programs usually involve things like mental health / mindful apps, physical health checks and supplements – whilst these interventions can be useful, they put a plaster on the real cause of mental ill health – which can be something as simple as increased stress or professionals feeling overworked.” More Nails In The Coffin Not only have most professionals experienced poor mental health at work, but the rate of economic inactivity in the UK currently sits above last years’ estimates at 21.9%. Partially attributable to large numbers off on long-term sick – of which mental health conditions make up a large percentage. To add further to worries, the UK already loses around £138 billion every year due to workplace sickness. Habiba adds: “With past aspersions of the UK adopting a ‘sicknote culture’ it’s important employers can not only empathise with, but adequately support their employee’s wellbeing to avoid footing the cost of increased employee absences.” Demand For Wellbeing Interventions 29% of all UK professionals consider employee wellbeing programmes the most important wellbeing & lifestyle benefit when they’re considering a job offer. Increasing to two-fifths (43%) of HR professionals and 31% of those working within General Management. Interestingly – a third of C-Suite professionals state the same, selecting wellbeing programmes over travel & retail discounts, healthcare vouchers and free/discounted gym memberships. Habiba adds: “All professionals are coming forward to demand that their employers do more to support their wellbeing at work – this isn’t an issue that’s limited to a specific industry or job-level. But the jury is out on whether the steps employers are then taking to heed their demands are having the desired effect.” Employer Efforts Must Be Recentred A worrying 67% of UK professionals don’t think their employer is doing enough to meaningfully promote employee wellbeing – whilst almost two-fifths of senior leaders feel their increased spending on wellbeing benefits is going by largely unnoticed. Habiba concludes: “There is no overnight solution for improving employee mental health. But employers must be dedicated to the creating a culture of open discussion and empathy in their workplace. This means adopting strategies such as mindful work practices e.g. respecting workhours and holidays, encouraging regular breaks and offering regular check-ins for employees. “Those businesses who dedicate themselves to going the extra mile in supporting their staff’s mental health and wellbeing now, will reap the rewards of increased employee loyalty for years to come.”

Today, World Mental Health Day, England’s leading first aid charity St John Ambulance is joining global calls for organisations to prioritise mental health first aid in the workplace. The official theme this year is Mental Health at Work. The latest World Health Organization (WHO) figures reveal an estimated 12 billion working days are lost every year to depression and anxiety globally. The WHO’s data reminds us of the importance of focusing on mental health at work, with figures showing 60% of the global population are currently in work, and 15% of working-age adults were estimated to have suffered a mental health disorder in 2019. Lisa Sharman, Head of Education & Commercial Training at St John Ambulance, said: “First-responder care is often associated with accidents or sudden medical emergencies, but mental health today is very much a first-aid issue, and one that’s as complex as physical health.” She added, “Mental illness costs UK businesses approximately £56 billion each year. The good news is, a little bit of corporate engagement can go a long way, with research showing that measures to improve mental health of employees will yield £5 for every £1 spent.” “There is a gap across England in the understanding of how first aid applies to mental health – but research shows it is becoming a more frequent and urgent workplace concern.” “Mental health first aid is relevant to all workplaces – safe, healthy working environments across industries can promote good mental health and support employees with mental health issues.” “Poor working environments pose a significant risk to mental health. These risks can range from excessive workloads to unhealthy working conditions, discrimination, burnout and more.” “In the workplace, there is still a great deal of ignorance around how to recognise mental illness, and how to react when faced with it. This means that those in need of mental health help and support may not receive it.” “By failing to respond appropriately to an employee with a mental health issue, an organisation may open itself to a claim for compensation. This could be lengthy, expensive, and take precious time away from managers and staff.” “We join the WHO and the World Federation for Mental Health (WFMH) today in calling for urgent action to ensure workplaces prevent risks to mental health, and employers do all they can to protect and support mental health at work.” St John Ambulance provides a range of Mental Health First Aid training courses that adopt a uniquely practical approach to creating competent and confident workplace first aiders. From Mental Health Awareness to Manager training, e-learning modules, Workplace First Aider and Workplace First Responder courses, St John Ambulance helps workers spot the signs and respond to the needs of a person experiencing a mental health issue. Independent research and evaluation show that taking part in a Mental Health First Aid course raises awareness of mental illnesses, encourages early intervention to aid recovery, increases confidence in dealing with mental illnesses and reduces stigma. Employers have a legal duty of care to ensure that employees are provided with a safe working environment. They must take reasonable care to prevent personal injury (including mental or physical harm) that may arise in the workplace. For more information visit the St John Ambulance website here