As part of the annual stress awareness day, all employees were given a company branded stress ball to reiterate that HR and senior managers are there to help in times of hardship and general work pressures.

As part of the annual stress awareness day, all employees were given a company branded stress ball to reiterate that HR and senior managers are there to help in times of hardship and general work pressures.

Associates can enter their ideas in the firm's annual Good Idea Programme. The programme awards ideas that are original and support the company's objectives. Initial winners receive gift vouchers, then a group of grand-prize winners are selected, each receiving a one week all expenses paid trip for two to sunny destinations such as this year's trip to Mexico.

The office structure is a key part of the culture at Edward Jones. The leadership team, general partners and country leader are approachable allowing associates to talk and work with the firm's leaders, have access to their experience and knowledge, share ideas and successes or concerns in an approach where the door is always open.

The reward and recognition scheme is designed to offer an instant recognition or a thank you for delivering an outstanding contribution, effort or performance at a level above and beyond an individual's normal job requirements.

The One Planet and One Community ambassador networks consist of employees who champion sustainability performance and EDF intend to give every employee the opportunity to be an ambassador.

The vision and values of the company are communicated through one to one meetings between the staff and the leaders of the organisation, career development literature, the intranet and through email statements from the career development manager.

Edenbrook provide employees with financial reward in the form of an incentive bonus for successful delivery to clients. They also bring people together to share in the success of the company holding regular events to keep people posted and celebrate success.

DWF holds partner conferences four times a year to allow the leadership of the firm to share the vision and strategy. It also provides an opportunity for the leaders to identify priorities, communicate core messages, share ideas and to gain commitment.

DWF holds partner conferences four times a year to allow the leadership of the firm to share the vision and strategy. It also provides an opportunity for the leaders to identify priorities, communicate core messages, share ideas and to gain commitment.

DLR funds and supports Serco's 'Community Ambassador' scheme whereby members of the local community are employed to establish issues relating to barriers and social inclusion at a local level which are fed back to the DLR to evaluate and resolve. They also attend and arrange events in order to explain how to use DLR.

Back to work interviews are encouraged between employees and line managers to ensure there are no problematic underlying reasons for absence, e.g. stress. Healthy eating options are available in the staff canteen and health fairs are regularly held within the office.

The parent company employs permanent health and safety staff who visit Digby Morgan offices regularly to advise management and employees on overall wellbeing, health strategy, office ergonomics etc. Employees also benefit from an inclusive private health insurance scheme, complementary flu vaccines and eye tests.

The parent company employs permanent health and safety staff who visit Digby Morgan offices regularly to advise management and employees on overall wellbeing, health strategy, office ergonomics etc. Employees also benefit from an inclusive private health insurance scheme, complementary flu vaccines and eye tests.

HR Heroes awards Global process where all nominees are recognised regardless of whether they go on to be a winner. This is for any reason which deems someone a hero in another's eyes could just be that someone has made your day, supported you, helped with a specific piece of work or been motivational.

Diageo encourages employees to live healthy well-balanced lives and has a number of programmes and facilities to assist employees to either evaluate their current level of wellbeing or to re-establish and maintain it. The appropriate course of action varies according to the situation.

Derwent Living operate a pay scheme that gives employees the opportunity to increase their pay by up to 6% each year. They also have a formal recognition and reward scheme which recognises both individual and team contributions.

They have a dedicated community development team and carry out a large number of community events including annual fun days and sponsorship of other community events.