Insights

In Brazil, improvements introduced in the legal framework in the end of 2022 require companies that have work safety committees to implement training sessions on the prevention of sexual and other harassment. Other measures are also required, such as reporting channels, independent investigation procedures and codes of conduct addressing the issue of harassment and psychological violence at work.

According to recent studies conducted in Finland, the overall wellbeing of employees has been declining. This trend is particularly pronounced among younger workers, who are increasingly suffering from mental exhaustion and associated challenges. Research also shows a shift in the factors that influence employee satisfaction and wellbeing. While compensation remains important, it is no longer the only important determinant. Elements such as recognition, appreciation, and personal fulfilment derived from one’s work have emerged as pivotal contributors to employee contentment and overall wellbeing. Equally noteworthy is the correlation between wellbeing and opportunities for continuous learning and skills development in the workplace. In light of these findings, it is important for employers to take steps to regularly assess and enhance employee wellbeing and explore tailored approaches, with a particular focus on facilitating continuous learning opportunities and skill accumulation. This not only fosters a sense of personal growth and achievement but also directly contributes to heightened employee satisfaction. Furthermore, working towards a mentally safe workplace environment is important. This can be achieved by promoting a healthier work-life balance, flexible working arrangements, and fostering a culture of trust through employee integration and interaction.

In 2022, Kazakhstan ranked 53rd out of 183 countries on ESG. At the same time, the country has become a leader among the countries of the Eurasian Union and in Central Asia. Of course, ESG principles are less common in Kazakhstan than abroad, but they are gradually being introduced. Adherence to ESG principles is becoming an important matter considered by investors. For example, the vast majority of investors (89%) surveyed in EY’s latest Global Institutional Investor Survey said they would like to see ESG performance reporting become a mandatory requirement.

In the social sphere, special attention is paid to labour protection. At the legislative level, for example, there is a requirement to introduce a labour protection management system in enterprises in order to ensure that workers’ lives, health and fitness-for-work are preserved. Further, 2023 amendments to the Labour Code provide for the possibility of introducing a four day working week alternating with a five-day and six-day work week. According to experts, this can lead to reduced operating and environmental costs for businesses, and a four day (32 hour) working week (instead of 38.4 or 40 hours) can increase productivity by 20%.

New Zealand does not currently have a generally applicable government-mandated ESG reporting framework. However, new legislation has recently been passed which requires around 200 large financial institutions to make climate-related disclosures for financial years commencing in 2023, with disclosures being made in 2024 at the earliest. In addition, there are a range of voluntary ESG initiatives that employers can choose to participate in. Consistent with global trends, further expansion of ESG reporting initiatives in New Zealand appears likely.

Polish employers are increasingly recognizing the importance of proper health and safety management in the workplace, and how it can positively affect employee wellbeing. Increasingly, companies are setting aside spaces in workplaces to provide quiet and a moment of relaxation among plants and books, or even a short nap. Game rooms and gyms that support stress and tension relief are appearing, and even saunas and salt-water graduation towers to boost immunity. These activities affect the well-being of employees by complementing health and safety measures, which all translates into long-term efficiency and productivity at the workplace.

It seems that remote work, introduced through amendments to the Polish Labour Code in April this year, will not reverse the trend of investing in the wellbeing of employees. However, it will be necessary to change the approach of human resources management through a more collaborative approach, efficient communication and the introduction of solutions that will create a friendly work environment that serves to better motivate employees; all of this can be expected to translate into greater job satisfaction.

Employers should promote regular physical activity, and encourage employees to make active use of breaks and short workouts to reposition their bodies and refresh their minds. The employer can influence the elimination of psychosocial disorders which will have a positive impact on the well-being of employees. Providing employees with appropriate support will be extremely important in this regard. A sense of satisfaction and fulfilment is associated with a collaborative approach and communication through dialogue and not simply work orders. Managers should always find time for informal conversations, listening to employees’ concerns. The employer should not overload the employee with meetings and other tasks that start one after another. Between meetings or tasks, it is necessary to include a break for active rest (exercise, a short walk in the fresh air) or to eat a meal. The overall support framework should be completed by professional help from experts.

Employees should be encouraged to follow rules for taking care of themselves, including a healthy approach to diet, relaxation and sleep, but also to take care of their mental health and seek the help of a psychotherapist if needed. Job burnout is the biggest threat to an employee suffering from psychosocial disorders, and proper preventive health care can help to avoid this. The solution in this case will be medical packages subsidised by the company, not only for employees, but also for their family members. After all, work affects the entire family of the employee.

Although an ESG-oriented approach is becoming more important for employers in Türkiye, employers have a long way to go in pursuit of a strategy aimed at ensuring employee wellbeing. We are of the opinion that Türkiye should implement the steps and practices detailed above to ensure a healthy working environment for both employers and employees.

Employers in Sweden must take all precautions necessary to prevent employees from being exposed to illness. This includes systematically planning, directing and inspecting activities in a manner which ensures that the work environment meets certain prescribed requirements. This covers all aspects of the work environment, including social aspects, and wellbeing. The employer must continuously assess the risks of its activities and take the necessary measures to minimise them.

The Swedish Work Environment Authority has issued provisions on social aspects of the work environment in order to combat the trend of an increasing number of sick days due to stress-related illness. The provisions also include an obligation for all employers to explicitly clarify that victimisation in the workplace is not acceptable and to ensure that all managers know how to handle unhealthy workloads and victimisation.

Many Swedish employers have health initiatives in place. Many employers offer a ‘wellness allowance’ (Friskvårdsbidrag), which is a statutory employment benefit that is not taxable for the employee (up to SEK 5,000). The wellness allowance encourages employees to engage in physical activity in order to maintain wellbeing in the workplace.

The issue of employer compliance with health and safety rules at the workplace has always been one of the most important in labour relations, but during martial law in Ukraine, it has become even more so.

As danger is present at every moment, employees prefer to work for companies with clear action plans in case, for example, of air-raid alarms, and an emergency plan. If an employer has effectively implemented measures like these, it will help them attract talent and contribute to a healthier workplace atmosphere.

At the moment, it is common for employers to pay bonuses to employees who are in Ukraine and continue to work. If necessary, employers are allowing remote work for employees who believe their lives are in danger.

Alongside the legal duties and obligations on employers in the UK and Ireland to ensure the health and safety at work of their employees, the physical, mental and social wellbeing of employees remains high on corporate agendas. Employers in these jurisdictions are increasingly recognising the importance of creating nurturing working environments and supporting their staff in ways which often transcends what might be seen as a traditional employer/employee relationship. The most meaningful approaches to wellbeing are ones that are embedded in the culture of the business. Although every workplace is different, examples of such approaches include allowing more flexible working arrangements, ensuring that there are appropriate resources available for staff (in terms of personnel, procedures and technology), instigating robust risk assessments for stress, implementing an authentic and inclusive approach to leadership and management, and showing genuine care and interest in the professional development of all staff. Having effective wellbeing strategies is, of course, not entirely altruistic; it can, as mentioned in the article, be a key factor in business success and in attracting and retaining talent. Overall, the key point is that wellbeing initiatives shouldn’t just be treated as perks or as a tick-box exercise for ESG credentials; it is far more important that employers create a workplace culture which has wellbeing embedded right in the heart of it.