Creating a period-friendly workplace
This practical guide helps employers understand the impact of menstruation on work and wellbeing, and how simple changes can support a more inclusive, productive workplace. It covers why it’s important to break the taboo, what challenges people who menstruate may face at work (e.g. pain, heavy bleeding, fatigue), and how to provide both physical and emotional support. The guide encourages normalising conversations, improving bathroom access, offering flexible working where possible, and training line managers to respond with empathy.
Key takeaways for managers:
- Menstrual health is a workplace issue: 9 out of 10 people who menstruate have experienced symptoms at work, but many still don’t feel comfortable speaking up.
- Break the silence: Create a practice culture where staff feel they can talk about periods without embarrassment.
- Review facilities: Ensure clean, accessible toilets and provide sanitary products discreetly (just like first-aid supplies).
- Be flexible where possible: A supportive attitude toward breaks, uniform comfort, and adjusted hours during painful periods improves retention and morale.
- Train team leads: Equip practice managers and supervisors with the confidence and language to support their staff sensitively and professionally.
🔗 Click here to access the full guide (PDF)
▶️ Watch the video
Pregnancy and fertility at work
This guide provides clear, compassionate advice for employers supporting staff through fertility treatment, pregnancy, or early parenthood. It encourages creating a workplace culture where employees feel safe and supported discussing sensitive reproductive health issues. The guide outlines legal rights, communication tips, risk assessments, time-off guidance, and inclusive approaches for all family types—including same-sex couples and those using surrogacy or adoption.
Key takeaways for managers:
- Open dialogue is essential: Staff are more likely to stay and thrive when they feel heard and respected during major life transitions like IVF, pregnancy, and postnatal recovery.
- Plan proactively: Have flexible policies for appointments and leave. Proactive planning avoids last-minute staff shortages and builds trust.
- Support beyond legal minimums: Small additional steps—like checking in regularly or offering phased return-to-work—make a big impact.
- Create a fertility & pregnancy-friendly culture: Acknowledge the emotional toll these journeys can take, even before a baby arrives.
- Inclusive leadership: Consider the varied paths to parenthood when creating or updating your practice’s HR and wellbeing policies.
🔗 Click here to access the full guide (PDF)
Supporting your team with cancer
This employer guide provides essential advice on supporting team members who have been diagnosed with cancer. A cancer diagnosis can impact every aspect of an employee’s life—physically, emotionally, and financially. How you respond as a manager or business owner can make a significant difference in your employees’ well-being and long-term loyalty. The guide offers practical steps on creating a compassionate, flexible, and legally compliant workplace environment. It includes templates for conversations, adjustments at work, and considerations during time off, treatment, or return-to-work phases.
Key takeaways for managers:
- Have an open, private, and empathetic conversation as soon as you’re informed.
- Understand your legal obligations under the Equality Act (cancer is classed as a disability).
- Offer flexible working arrangements, including reduced hours or remote options.
- Ensure the employee doesn’t feel forgotten during sick leave—agree on contact preferences.
- Signpost support services like counselling, HR guidance, or occupational health.
🔗 Click here to access the full guide (PDF)
Cancer in the workplace
This detailed resource is designed for business owners and HR teams looking to create a supportive cancer-inclusive workplace. From navigating the initial conversation to designing phased returns and long-term support strategies, the guide walks you through real-life scenarios and practical frameworks. It also includes advice for supporting colleagues indirectly affected by cancer, such as carers or those recently bereaved.
Key takeaways for managers:
- Every cancer journey is unique—ask, don’t assume, what support the employee needs.
- Work with HR or external advisors to review sick pay, phased returns, and leave policies.
- Normalise conversations around long-term illness through staff training and leadership role-modelling.
- Think beyond the individual—colleagues may also need support or adjustments.
🔗 Click here to access the full guide (PDF)
World Cancer Day Workplace Toolkit
This toolkit was developed for employers and teams to mark World Cancer Day with meaningful reflection and action. Through video storytelling and simple discussion prompts, it encourages workplace awareness of early detection, stigma reduction, and how businesses can foster open and informed conversations about cancer. It’s ideal for internal presentations, HR events, or team awareness campaigns.
Key takeaways for managers:
- Use the video to open up dialogue around cancer in your team or company.
- Create internal awareness days—e.g. a “Know Your Risk” day or lunch and learn.
- Invite staff to share stories, if comfortable, to reduce stigma and normalise support.
- Use the toolkit alongside HR guides to promote long-term policy change.
▶️ Watch the Toolkit
Supporting parents returning to work
This practical and compassionate guide is designed to help managers and business owners support parents—particularly new mothers and fathers—transitioning back into the workplace after parental leave. It addresses the emotional, physical, and logistical challenges that returning parents often face, such as childcare arrangements, sleep deprivation, breastfeeding, confidence dips, and balancing home responsibilities. The guide promotes a flexible and thoughtful approach to reintegration, helping employers retain talented team members while fostering loyalty and well-being. It also highlights the wider business benefits of creating a parent-inclusive workplace culture—from higher retention to stronger morale across teams.
🔗 Click here to access the full guide (PDF)
Step-by-step plan for supporting parents returning to work
Step 1: Prepare before they return
- Send a warm email or message a few weeks before their return.
- Share any team changes, updates, or relevant training so they’re not coming back blind.
- Ask how they’d like to transition—phased return, adjusted hours, remote days?
Step 2: Schedule a return planning meeting
- Do this before their first day back or on day one.
- Talk through their needs, concerns, and expectations.
- Clarify any HR processes (KIT days, payroll updates, policy refreshers).
Step 3: Be flexible in the first few weeks
- Offer flexibility with hours or location where possible.
- Understand that childcare issues or illness may arise—be patient and supportive.
- Avoid overloading them with projects immediately; ease them in gradually.
Step 4: Create a re-onboarding plan
- Reintroduce them to systems, updates, and expectations.
- Assign a buddy or point of contact they trust.
- Make space for informal catch-ups or check-ins to rebuild confidence.
Step 5: Maintain open communication
- Set regular 1:1s to review how they’re coping and if anything needs adjusting.
- Encourage honest feedback about what’s working and what’s not.
- Celebrate their return—acknowledge the milestone and welcome them properly.
Step 6: Support long-term success
- Discuss career goals and development—don’t assume they’ve changed.
- Highlight flexible learning or CPD options they might want to explore.
- Keep conversations open about future family needs (e.g. second maternity, school holidays, etc.)
Supporting employees with endometriosis – A practical guide for Practice Owners
Endometriosis is a long-term condition that affects 1 in 10 women and those assigned female at birth, often during their most productive working years. It can cause chronic pelvic pain, fatigue, heavy bleeding, and major effects on concentration, attendance, and energy levels. This guide provides practical steps for creating a compassionate and productive workplace environment for employees with endometriosis. It’s especially relevant for dental practice owners and small clinic leads, where absence or presenteeism has a direct impact on service delivery.
Key takeaways for practice owners:
- Trust symptoms, not appearances – Endometriosis is often invisible, but debilitating.
- Absenteeism = unreliability – Supportive environments reduce unplanned absence.
- Performance dips are often symptom-driven, not attitude-related.
- Small adjustments can significantly improve retention and loyalty.
- Open communication, flexibility, and awareness go further than clinical knowledge.
🔗 Click here to access the full guide (PDF)
▶️ Watch the video
Step-by-Step: How to support an employee with endometriosis
Step 1: Open the conversation (Privately)
- Create a safe space for disclosure without pressure.
- Ask: “Is there anything we can adjust that would support your wellbeing at work?”
Step 2: Understand their needs
- Every case is different: some may need flexible hours; others may benefit from a quieter shift pattern or rest breaks.
- Don’t assume all needs are medical—access to hot water bottles or lighter duties can help.
Step 3: Document an individual support plan
- Co-create a simple plan that outlines what to do on a flare-up day (e.g. shift cover, remote tasks, early finish).
- Review and revise every 3–6 months or after any health changes.
Step 4: Consider practical adjustments
- Allow for bathroom access without scrutiny.
- Permit time off for hospital appointments without guilt-tripping.
- Be flexible with rotas around cycle-related flare-ups where possible.
Step 5: Train line managers and team leads
- Ensure supervisors understand what endometriosis is and how it can show up in the workplace.
- Embed empathy and avoid punitive language around sick days.
Step 6: Create a culture of openness
- Share resources in team meetings or break rooms.
- Include menstrual health in staff wellbeing policies.
- Recognise “silent conditions” in equality and inclusion strategies.
Supporting employees through menopause in the workplace
Menopause can affect every area of a woman’s life, including work. For many women, symptoms like fatigue, brain fog, anxiety, hot flushes, and poor sleep can make it harder to manage their usual workload or feel confident in the workplace. But with the right workplace culture and support, these challenges can be navigated with dignity and empathy. This Bupa guide and video offer practical strategies for business owners, practice managers, and HR leads to create menopause-friendly environments that reduce stigma, improve retention, and foster a more inclusive team culture.
Key takeaways for practice owners:
- Menopause is a workplace issue, not just a personal one. Symptoms can affect attendance, confidence, performance, and mental health.
- Open conversations are key. Stigma often prevents employees from asking for adjustments.
- Flexible working hours and small environmental tweaks (e.g. access to fans, quiet spaces, or uniform changes) can make a big difference.
- Clear policies and training help ensure menopause is addressed consistently and compassionately.
- Being proactive, not reactive, shows your commitment to staff wellbeing.
🔗 Click here to access the full guide (PDF)
▶️ Watch the video
Step-by-step support plan for Practice Owners
Step 1: Educate yourself and your team
- Watch the Bupa training video for managers.
- Read the PDF guide to understand symptoms, legal context, and real-life examples.
Step 2: Start the conversation
- Encourage a private, supportive check-in with any team member you think may be affected.
- Ask open-ended questions like “Is there anything that might help you feel more supported at work right now?”
Step 3: Make practical adjustments
- Offer flexible start/finish times if possible.
- Provide access to fans, cooler rooms, or breathable uniforms.
- Allow more regular breaks and access to water or quiet areas.
Step 4: Review policies and embed support
- Add menopause to your well-being and absence policies.
- Train team leads on how to respond empathetically and confidently.
- Include menopause in diversity and inclusion statements.
Step 5: Keep the conversation going
- Schedule informal reviews to assess how the employee is feeling.
- Reiterate that adjustments aren’t “special treatment”—they are part of a supportive culture.
- Signpost to healthcare or counselling if appropriate.
Practice owner mental health support guide
Supporting mental health at work isn’t just HR’s job—it’s part of being an effective, compassionate leader. As an owner, you’re in a unique position to spot signs of distress early, initiate supportive conversations, and create a workplace culture where wellbeing is normalised and prioritised. This guide equips practice owners with practical tools to recognise, respond to, and support team members struggling with their mental health.
Key takeaways for practice owners:
- You don’t need to be a therapist, but you do need to be approachable.
- Creating psychologically safe spaces helps teams thrive, not just survive.
- Conversations about mental health should be treated with the same care and structure as any other performance or support chat.
- Early intervention is key—spotting subtle shifts in behaviour or mood can prevent a crisis.
- It’s okay to say, “I’m not sure how to help—but I’ll find out with you.”
- Signposting to professional support (GP, EAP, counselling) is a strength, not a hand-off.
🔗 Click here to access the full guide (PDF)
Step-by-step: How practice owners can support mental health
Step 1: Create a safe, supportive culture
- Talk openly about mental health—even when no one’s struggling.
- Share wellbeing resources in team meetings or newsletters.
- Encourage regular breaks, reasonable workloads, and holiday use.
Step 2: Recognise the warning signs
- Watch for changes in mood, energy, productivity, absenteeism, or tone in communication.
- Be especially aware after major life events (e.g. bereavement, divorce, illness).
Step 3: Have the conversation
- Find a private, non-judgmental space. Ask open questions like “I’ve noticed you’ve seemed a bit off lately—how are things with you?”
- Listen more than you talk. Avoid jumping into solutions too quickly.
- Normalise their experience and reassure confidentiality.
Step 4: Signposts to support
- Know your company’s mental health support offer (EAP, GP referrals, private therapy).
- Offer time off for appointments or a temporary workload adjustment.
- Provide written links or printed resources they can revisit.
Step 5: Follow up & check in
- Book a short follow-up (not performance-based) check-in.
- Ask: “How are you feeling since we last spoke?”
- Don’t let it be a one-off—show sustained care and availability.
Step 6: Look after yourself
- Supporting others can be emotionally taxing.
- Use your own support system, and don’t neglect your own well-being.
- Set clear boundaries around your availability and emotional load.
Supporting employees with work-related stress & setting healthy workplace goals
Work-related stress is one of the leading causes of absenteeism and burnout in the workplace. As a manager, knowing how to respond with empathy, structure, and clarity can make a huge difference in employee well-being and retention. This Bupa Academy video and accompanying PDF guide walk you through how to recognise stress, create safe conversations, and support recovery, not just reaction. Coupled with goal-setting guidance, this resource helps managers create psychologically safe and productive environments where both individuals and performance can thrive.
Key takeaways:
- Look for subtle signs of stress, including increased absence, reduced concentration, emotional reactivity, or withdrawal.
- Use open, non-judgmental language like “I’ve noticed…” to start the conversation.
- Don’t rush to fix—validate, listen, and then ask what support they might need.
- Keep conversations private, consistent, and follow up.
- Know where to signpost (EAPs, GPs, HR, or mental health services).
- Encourage boundaries, time off, and regular check-ins to avoid stress from building up again.
Highlights:
- Good goals boost wellbeing. Unattainable or unclear targets increase stress.
- Use the SMART framework: Specific, Measurable, Achievable, Relevant, Time-bound.
- Co-create goals during 1:1s—not just top-down.
- Ensure goals include personal development, not just performance metrics.
- Regularly review and celebrate progress, not just outcomes.
- Encourage staff to set wellbeing goals too (e.g., “Take 2 full lunch breaks a week”).
🔗 Click here to access the full guide (PDF)
▶️ Watch the video
Step-by-step for Managers/Owners:
- Observe without judgment – Don’t wait for a breakdown. Notice and act early.
- Check-in informally – A quiet “How are things feeling at the moment?” can open doors.
- Create clarity – Review their current goals. Are they realistic? Are they adding to the stress?
- Collaborate on solutions – Temporary adjustments, redistribution of workload, or short breaks can be helpful.
- Encourage support use – Make it normal to utilise wellbeing resources and take mental health days.
- Make wellbeing part of the culture – Not a tick-box during Mental Health Awareness Week.
Manager’s guide – Disability inclusion in the workplace
Inclusion isn’t optional—it’s essential. One in five working-age adults in the UK lives with a disability or long-term condition, yet many face invisible barriers at work. This manager’s guide offers practical strategies to ensure that disabled employees feel respected, accommodated, and empowered. From legal responsibilities to workplace adjustments and inclusive language, this resource equips managers to lead with confidence and compassion.
Key takeaways:
- Inclusion goes beyond accessibility. It’s about mindset, policies, and everyday interactions.
- Not all disabilities are visible. Mental health conditions, neurodivergence, and chronic illnesses are often hidden but equally impactful.
- You’re not expected to be an expert. You’re expected to listen, learn, and act supportively.
- Legal obligations under the Equality Act 2010 mean employers must make “reasonable adjustments” to support disabled staff.
- Inclusive teams perform better, have higher retention, and attract diverse talent.
Step-by-step: Creating a disability-inclusive workplace
Step 1: Start with the culture
- Make inclusion a part of your team ethos—not a tick-box.
- Use respectful, person-first language (e.g., “person with a disability” not “disabled person,” unless otherwise preferred).
Step 2: Know your legal duty
- Familiarise yourself with the Equality Act 2010.
- Understand what constitutes a “reasonable adjustment”—it may be physical, technological, or procedural.
Step 3: Create safe disclosure opportunities
- Don’t pressure anyone to share.
- Use phrases like “If there’s anything we can adjust to help you do your best work, I’m always here to chat.”
Step 4: Respond with action
Adjustments might include:
- Flexible hours.
- Quiet working space.
- Screen readers or ergonomic chairs.
- Adjusted role responsibilities.
Step 5: Review regularly
- What works now might need reviewing later, especially after a flare-up or new diagnosis.
- Ask: “Is there anything we can tweak to better support you at the moment?”
Step 6: Champion inclusion publicly
- Celebrate disability awareness events.
- Include accessibility in your team’s goals.
- Share inclusive resources across teams and lead by example.
