In addition to weekly wellbeing webinars and regular wellbeing surveys the firm organised a wide range of fun events to boost team spirit with virtual activities including horse racing, a Family Fortunes game show, photo competitions, a Quarantine Kitchen OAG cook-a-long, and quiz nights.

Throughout the pandemic OAG has continued to support charities by taking part in virtual fundraising events including a week long Christmas Jumper Day for Save the Children where staff were encouraged to get creative and jazz up an old jumper to help the environment and children at the same time.

During the pandemic the company introduced the Naked Treat Box, as a way of boosting community and rewarding one another. Everyone gets to nominate one person every quarter and write them a message of appreciation which goes in the box containing locally sourced goodies.

Employees get one day paid leave a year to support the local community from volunteering to giving blood and cleaning up local beaches. It also raises money every month for winemaker Carmen Stevens to run a soup kitchen for disadvantaged children in South Africa.

Moneypenny still runs on the family ethos embedded by its sibling co-founders. Everyone treats each other with the same respect, from director to visiting delivery driver. Everyone rolls up their sleeves: from CEO Joanna Swash manning reception or CTO Pete Hanlon picking up laptops for people when everyone moved to remote working.

Company co-founder Rachel Clacher set up national charity WeMindTheGap to provide support and opportunities for young people. Moneypenny adopted 26 different species of animals and raised £1,170 after a Chester Zoo appeal and its charity committee, Raising Pennies, gave £1,000 to a local foodbank, hospital and the Salvation Army.

Technologies such as Zoom and Teams have been embraced by staff, who use them for collaboration, interaction and socialising. An informal chat lounge is very popular for sharing photos and memes, while team quizzes ensure people can stay in contact. The Christmas market was a virtual treat.

LPF increased the frequency of its recognition scheme from annual to quarterly. Staff can nominate someone who has gone the extra mile by helping a member or colleague or by thinking outside the box. Winners receive a Social Stories Club hamper, a branded pen and a certificate.

The online resource EAP Care first is available to all employees, offering information and advice on a wide range of personal and workplace issues. Liquidlogic staff can also access Healix private healthcare for medical support as part of their benefits package.

In line with the firm's environmental policy, staff are encouraged to keep printing to a minimum, turn off electrical items when not in use and use the air conditioning responsibly. Energy saving lightbulbs are fitted throughout the offices and waste is sorted for recycling.

Managing Director Malcolm Vincent encourages colleagues to share knowledge and inspire people to care about their holistic health and overall wellbeing, so that they can lead healthier lives. The guiding principle at Lifeplus is to help people feel good and its vision is to help everyone around the world live well.

As part of its approach to hiring staff, Lifeplus creates short videos that summarise a job role and use this when reaching out to potential talent to stimulate a conversation. It also makes use of social spaces to showcase the company's culture and people.

For anyone who was furloughed, the company organised training through the learning and development team and worked closely with their managers to ease them back into work. It encouraged every employee on furlough to learn a new skill that could support them on their return to work.

The LHi Global Challenge, launched during Mental Health Awareness Week, connected people across the group and encouraged them to run, walk or cycle. During the pandemic there were virtual race nights, escape rooms, bingo, quizzes, workout classes, coffee breaks, book clubs and guitar lessons.

The company's values, which drive recruitment and its recognition and review process, are embraced by everyone but the senior team sets an example. Geekiness is about employees' passion for understanding what they do; generosity is about being generous with time to help people; drive is about commitment to action.

Kyan has two ways of recognising employees: a bonus linked to performance against living the company's values and a less formal "thank you" where staff are encouraged to thank team members on a personal level with surprise gifts such as a book or a new mug.

Just has signed up to the Race at Work charter, each member of the executive team has a personal objective to support its diversity and inclusion agenda and the firm has also established a network of D&I Champions to drive forward its strategy in each business area.

There are a number of local recognition schemes in place within the organisation, tailored to the employee base and types of roles those employees perform. They include a Hi 5 or HUB hug as a way of saying thank you, as well as other monthly and quarterly awards where vouchers can be won.

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Physical and mental wellbeing has been a key focus during the pandemic. IFF introduced a range of initiatives to boost positivity and the general welfare of staff from weekly wellbeing updates to team movement challenges, regular surveys and engagement audits. It also promoted its employee assistance programme to all employees.

For Christmas, instead of giving gifts to clients, IFF donated to two charities on their behalf. By supporting homeless charity Centrepoint and The Trussell Trust which support foodbanks, IFF was able to help others at need last Christmas. Staff also get two paid volunteering days a year.