Guest post by Graeme Mills of wellbeing-training.co.uk

It is estimated that mental health costs businesses in the UK £35 billion per year. It’s a figure so big, it seems almost meaningless. However, this promotes only a one-dimensional view of mental health; focussing on the negative aspects of mental health rather than the opportunities and business advantages by providing, promoting and facilitating ‘good mental health’ in your organisation.

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We occasionally get asked by our customers how The Bradford Factor works, and how they can use it within The Holiday Tracker to manage sickness absence. We made this video to help.

If you’d like to try it for yourself, sign up for a 7-day free trial, or book a demo.

If you prefer to read about The Bradford Factor, we also have a blog post containing the same info as the video.

Long-term sickness absence can be one of the most sensitive things to manage in an employer/employee relationship.

As an employee, you want to know that you can concentrate on your recovery, without having to worry about your workload or if you have a job to go back to.

As an employer, you want to support your employees and do what you can to facilitate their return to work, but at the same time, you have a business to run and that can lead to some tough decisions.

On either side of the relationship, it’s important to know your rights and responsibilities. 

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