The TUC have published guidance, Work and well-being, which sets out the importance of healthy workplaces and provides advice on how to handle specific issues such as smoking, obesity and stress. The guidance highlights that stress caused by heavy workloads and demanding work patterns continues to be a big problem in the UK and many other problems such as obesity, diabetes, and increased alcohol/tobacco use can also be linked to an unhealthy working environment. The guide emphasises that the key to healthy work lies in preventing risks contributing to ill health and changing the workplace by encouraging better working relationships and greater respect for workers. It also explains that many of the other initiatives that are seen as being part of a well-being programme are important, such as supporting gym membership and promoting healthy eating at work.
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The aim is to provide summary information and comment on the subject areas covered. In particular, where employment tribunal and appellate court cases are reported, the information does not set out full details of all the facts, the legal arguments presented by the parties and the judgments made in every aspect of the case. Click on the links provided to access full details. If no link is provided contact us for further information. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, SM&B cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.