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Because wellbeing isn’t a luxury — it’s a foundation for thriving teams. As the year draws to a close and the festive season brings its blend of joy, pressure, deadlines, celebrations, and reflection, leaders have a unique opportunity to refocus on what truly matters: the wellbeing of their people. Inspired by the classic “12 Days of Christmas”, here’s a seasonal take on the small, meaningful actions that can transform workplace culture — not just in December, but all

Gratitude is far more than a feel-good sentiment. Research consistently shows that when leaders express authentic appreciation, teams become more resilient, more collaborative, and more motivated. Gratitude creates psychological safety—the foundation for creativity, innovation, and trust. At this time of year, with deadlines, year-end pressures, and strategic planning all converging, leaders who balance ambition with appreciation help create a culture where people feel see

What if the key to sharper thinking, calmer leadership, and better decision-making wasn’t in your head — but in your gut? We often talk about mental health in the workplace — stress management, resilience, mindfulness. But there’s an area that deserves just as much attention, one that quietly influences how we think, feel, and even lead: our gut health.

Conflict is an inevitable part of any workplace. When different personalities, pressures, and perspectives collide, tensions can surface. But conflict isn’t inherently negative. In fact, when handled well, it can lead to innovation, stronger relationships, and better performance. The challenge for leaders is not to eliminate conflict, but to manage it constructively. So how can leaders tackle conflict head-on, and what measures truly make a difference?

You don’t have to wait for a new financial year, HR strategy, or wellness budget to make a difference — you can start improving employee wellbeing today. In a world where workplace stress, burnout, and disengagement are on the rise, wellbeing initiatives are no longer a luxury — they’re a leadership responsibility. When employees feel cared for, they perform better, stay longer, and contribute more meaningfully to the culture and success of the organisation.

Change can be both natural and necessary. In nature, autumn is a time of reflection, balance, and preparation — a lesson leaders can bring into the workplace to inspire progress and renewal. Is change scary? Sometimes. But when we look at the changing seasons, we’re reminded that change isn’t always something to fear. It’s part of a cycle — a necessary shift that clears the way for growth. So, what can we learn from the changing seasons? That transformation, when managed w

When the cold sets in, our natural routines shift. Reduced sunlight means our bodies produce less serotonin — the hormone that stabilises mood — and more melatonin, which can leave us feeling sluggish, low, or even anxious. Seasonal Affective Disorder (SAD), sometimes referred to as “winter depression,” is estimated by the NHS to affect around 2 million people in the UK each year, but many more experience milder seasonal mood changes.

When we talk about workplace wellbeing, two terms come up time and again: absenteeism and presenteeism. While often used interchangeably, they describe two very different – but equally costly – challenges for both employers and employees, particularly when it comes to mental health.

Mental Health awareness is still being seen as something nice to acknowledge, but secondary to deadlines, operations, and KPIs. Poor mental health is not just a human cost; it’s a drag on competitiveness, innovation, and growth. I’ve been advocating for mental health resources to be readily accessible in the workplace for many years. It’s fantastic that voices like Sarah McIntosh, (MHFA England), and others are urging a shift in mindset.

Life has a way of throwing punches we never see coming. A redundancy notice, a failed project, a relationship breakdown, an illness — these moments knock us down, sometimes hard. But as Rocky Balboa reminds us: “It ain’t about how hard you hit. It’s about how hard you can get hit and keep moving forward.”

Self-care isn’t about indulgence—it’s about resilience. Professionals who make time to rest and recharge are better equipped to manage stress, think creatively, and show up fully for their teams. Neglecting wellbeing, especially at this time of year, increases the risk of burnout, fatigue, and low mood. When we give ourselves permission to slow down, we create the capacity to thrive both personally and professionally.

September is Suicide Prevention Month—a time to raise awareness, encourage conversations, and most importantly, to remind people that support is available. In the UK, suicide remains the single biggest killer of men under 50. Despite increased awareness in recent years, many men still find it difficult to speak openly about their struggles. Cultural expectations around masculinity, stigma in the workplace, and fears of being judged can create barriers to reaching out for hel

For parents in today’s workforce, the day begins long before they log in or walk through the office doors. School runs, childcare drop-offs, forgotten PE kits, last-minute homework crises, and the worry of a sick child at home—can all weigh heavily. From a management perspective, these pressures show up in the workplace as lateness, distraction, or sudden absences. Yet behind each of those is a parent doing their best to juggle two full-time jobs: career and family

Exam results day is a landmark moment—brimming with anticipation, pride, anxiety, and sometimes disappointment. It’s a day that can significantly impact a teenager’s mental well-being—but it can also mark the start of a new, hopeful journey. Here’s how to honour both emotions—and empower young people to thrive, no matter what their results say.

I launched The Everyday Kids podcast, read-along and discussion resources a few years ago and would like to share it with parents, carers and primary school teachers. Take a look: sundaysettler.com/kids

Creating a culture of psychological safety is the most powerful long-term strategy. Regular wellbeing check-ins, reflective practice sessions, and visibly modelling self-care help foster resilience in teams.

It’s a calling, being a care professional. It’s an admirable career and we, in the UK, celebrate our wonderful NHS nurses and support teams as often as we can. Yet we don’t seem to have the same level of appreciation for care professionals in the private sector.

With a background in mental health nursing and now as a training provider to Health and Social Care organisations, I’d like to share some frontline-focused strategies, grounded in evidence-based practice, that genuinely reduce the stress in your teams.