What are companies doing with regards to 'Wellbeing'

Employees are fairly rewarded with a leading pay structure, generous holiday allowance, and a unique employee discount policy. They also have access to 'on demand pay withdrawal' and the 'Family Partnership Profit Share' scheme.

The approachable nature of the senior leadership team, including founders Peter and Charlie Harrison, promotes a culture of inclusivity and transparency. Their weekly newsletters keep employees updated, recognised, and appreciated.

The leadership team at Flair Rugs keeps employees informed through weekly live videos and monthly forums, embodying the company's values and demonstrating a clear passion for rug-making and the company's global impact.

Through the Flair Foundation, Flair Rugs gives back to the communities where they live and work, supporting charities globally. They also sponsor local community initiatives and donate rugs to charities supporting homeless individuals.

TravelPerk promotes team spirit and a sense of belonging through its regular 'In Real Life' events and various team-building activities. Each team is provided with a social budget for hosting monthly events, fostering camaraderie and fun within the team.

TravelPerk offers a fair deal to employees by recognising their performance and dedication. The Value Heroes Awards and additional stock options for high performers are examples of this commitment. The company also provides a comprehensive benefits package, including enhanced health coverage and discounted gym memberships.

CF10 Retail offers a comprehensive professional development programme. The Microsoft Academy and annual appraisal scheme provide opportunities for skills enhancement. The company aims to promote from within, advertising internally for roles, ensuring a clear path for career advancement.

CF10 Retail ensures that its managers are well-equipped with essential skills through internally delivered management modules and access to further qualifications. Managers are supportive, recognising outstanding performance with nominations for the annual staff awards.

The organisation’s Leadership Development Programme provides support and development for the differing skill sets, experience, and capabilities across its leaders. Its three pillar programme also includes development for non-‘people leaders’ who it recognises as being instrumental to the company’s success, and their development is equally as important to Car Benefit Solutions.

Car Benefit Solutions has a volunteering scheme called ‘My Make a Difference Day’ where employees can take a paid day to volunteer with one of its charity partners. Employees have undertaken a variety of activities such as dog walking for Manchester Dogs Home and helping out at Bury Cancer Support Centres charity shops.

Blood Cancer UK values continuous professional development, offering a mentorship scheme and a learning and development academy. These initiatives provide opportunities for personal growth, allowing employees to utilise their skills and face new challenges.

At Blood Cancer UK, managers regularly meet and provide peer-to-peer support. They are trained to provide mental health support and manage remote teams, ensuring employees feel supported, trusted and cared for.

Alpha Financial Markets Consulting promotes personal growth through its meritocratic culture. It offers various initiatives such as the annual 5-day training allowance, access to LinkedIn Learning and two promotion opportunities each year, helping employees advance their careers and utilise their skills effectively.

Alpha Financial Markets Consulting's 'Charity of the Year' initiative, 'One Hour, One Day' fundraising campaign, and partnership with Brain Tumour Support reflect its commitment to society. These initiatives allow employees to contribute positively to societal causes, beyond profit motives.

Scottish Friendly facilitates fun sessions when launching new initiatives or systems to enable colleagues to interact while providing breakfasts and snacks in the canteen areas where everyone can congregate. Its CS department has held fun challenges (such as Mario Kart competitions) and held competitions linked to sporting events.

The organisation seeks to reward colleagues through peer recognition, offering £50 per month to the winner. It is currently implementing a new recognition scheme whereby three winners will each get one days additional annual leave, plus £100 credit into their recognition pot which they can spend on vouchers, experiences, gifts or charity donations.

HSL hosts a number of colleague 'surprise and delight' moments each year. These moments range from bringing in a fish and chip van offering colleagues a free lunch, hiring an ice-cream van in the summer months, celebrating Wimbledon with cream teas and a festive carvery lunch served to colleagues by the Directors.

A few members of the IT team have started apprenticeship schemes to develop skills and knowledge, which will be recognised through a qualification when complete. Similarly, colleagues within the Finance team are studying whilst working for a formal financial qualification. Furthermore, two of the logistics team are attending a IOSCM level 3 diploma.

Each team conducts regular team trips out which include meals and drinks. The organisation also holds a happy hour the second Friday of every month at the end of the for the day for employees to wind down from work. Departments have regular team quizzes at the end of the day on a Friday.

The organisation uses its entry-level role as a type of ‘academy’ where it trains, mentors, and develops its ‘early careers’ talent into future leaders and internally recruit them into other roles. ActiveQuote invest in qualifications for employees too such as Cert CII, CIPD, and DevOps qualifications.