Despite this, fertility-related loss—including miscarriage, stillbirth, and failed fertility treatments—is often excluded from traditional bereavement policies. But it’s time to acknowledge the emotional, physical, and psychological toll of reproductive loss and support employees during these times. 

After all, it’s more common than many realize. The March of Dimes reports that between 10 to 20% of known pregnancies end in miscarriage, while the CDC notes that about 21,000 babies are stillborn yearly. Then, there are those suffering from failed adoptions, surrogacies, and fertility treatments, all of which are a bit more complex when it comes to the numbers—yet these families face trauma as well.

Reproductive loss leave is finally on the rise as employers prioritize employee well-being and strive to boost retention. Whether you incorporate it into your current bereavement leave policy or create a separate policy, it’s a powerful way to show employees you genuinely care about their mental and physical health.

A Glance at the Current State of Fertility-Related Loss Leave

Traditional bereavement leave often focuses on the death of immediate family members, failing to address reproductive loss. This leaves employees in this situation:

• Confused about what kind of leave they should take
• Concerned about the impact on their workload and/or job status
• Stressed about reduced pay—or unpaid leave altogether

Bottom line: Lacking a reproductive leave policy can cause even more stress during a time of grief. In turn, it can lead to decreased morale, productivity, and retention. 

Unsurprisingly, many employers now offer this employee benefit, which is in increasing demand—especially among the younger workforce. Research by MetLife found that employees’ satisfaction with their benefits dropped to 61% in 2023 from 64% in 2022, hitting its lowest point in the past decade.

Offering fertility-related loss leave is both the right thing to do and helps employers stand out in a competitive job market where top talent no longer tolerates subpar benefits that don’t support their needs.

Big names like Goldman Sachs and Pinterest are leading the way. Goldman Sachs added 20 days of paid leave for an employee, spouse, or surrogate who has a miscarriage or stillbirth. Pinterest provides four weeks of paid leave to parents who undergo a miscarriage.

Legal Protections & Limitations

As with so many areas, U.S. leave protections vary widely between state and local jurisdictions. A few states, like Illinois and California, offer only unpaid leave for reproductive loss, which many employees can’t afford. 

The same issue applies to the Family and Medical Leave Act (FMLA). Although it doesn’t apply to bereavement, FMLA provides eligible employees with up to 12 weeks of unpaid leave for serious health conditions, which may include complications from reproductive loss. However, FMLA only applies to employers with 50 or more employees and may not fully address the need for paid or specific reproductive loss leave.

Overall, many do not understand the laws or their rights, from paid sick leave that could cover pregnancy loss to FMLA allowances. A survey by InHerSight and Evermore found that 77% of respondents were unaware of their right to take time off under FMLA following a miscarriage or stillbirth.

There is also the Pregnant Workers Fairness Act, under which employees can request and receive “reasonable accommodations” for pregnancy and related conditions, including pregnancy loss and recovery. This federal law applies to employers with 15 or more employees and requires employers to provide the requested accommodations as long as they don’t entail undue difficulty or expense. It also protects employees from being fired, harassed, or punished for requesting or taking time off for pregnancy loss. 

Employers can make a difference by proactively addressing these gaps with policies and resources that put their team first. 

What Employers Can Do to Address Reproductive Loss

To create a culture of compassion and empathy, employers should consider offering expanded benefits and flexibility to employees who have undergone a fertility-related loss. As you develop these policies and resources, be sure to consider both women and non-birthing parents to provide more inclusion and support for families struggling with fertility.

Expand Your Bereavement Leave Policy

Start by expanding your bereavement leave policy to include reproductive loss as a recognized reason. Define clear guidelines to ensure equitable access for all parents, regardless of gender or role. 

Attorneys Natalie Groot and Danielle Dillon of Mintz say employers should consider:

• How much paid time off will you offer, keeping in mind both physical and emotional recovery? 47% of employers who offer this benefit provide 4-5 days off, but this varies widely.
• How your fertility-related loss leave policy will interact with state and local laws and other leave and PTO benefits.
• Building in flexibility—grief is not linear. Allowing employees to use their leave when and as needed (i.e., continuously and intermittently) caters to the challenges of emotional healing. 
• Using broad language when defining fertility-related loss to ensure an inclusive policy. Reproductive loss encompasses miscarriage and stillbirth, as well as failed surrogacy, adoption, and fertility treatments. 
• The process for employees who want to take this leave. Allow employees to notify their direct manager or any HR team member. This ensures they can speak with someone they’re comfortable with.
• What, if any, type of documentation will be required—although most employers don’t require this, and people don’t seem to abuse the benefit.

In fact, Groot spurred a change in Mintz’s bereavement leave policy after undergoing two miscarriages in just six months. The general practice law firm now provides 15 days of consecutive paid leave following a miscarriage and five days of paid leave in a 12-month period after a failed surrogacy, adoption, or fertility treatment. Companies nationwide have been following suit.

Offer Short-term Disability

Some employees may find they need more time to recover from the physical, mental, and emotional side effects after a pregnancy or reproductive loss and/or related medical treatment. By offering short-term disability (STD), you can give workers more time to heal from this trauma. 

Many employers offer STD insurance to provide supplemental income when employees need pregnancy-related leave. Not to mention, some states provide paid leave benefits like STD for medical leave related to pregnancy or disability. Review your state’s programs and laws to maximize coverage for team members who need it most. 

Allow Workplace Flexibility

Employees may need a gradual transition back to their work routine following a fertility-related loss. Encourage flexible scheduling or remote work options to continue supporting them during this challenging time. This may include: 

• Allowing employees to work reduced hours or take partial days off as needed
• Providing the option to work remotely during recovery periods
• Offering a “return-to-work” plan that gradually increases workload based on the employee’s readiness
• Implementing flexible deadlines or temporary reassignment of responsibilities to alleviate pressure

Provide Mental Health Support & Resources

If you already offer an employee assistance program (EAP) or another type of support group, remind employees of these resources and encourage them to use them. If you haven’t incorporated these wellness benefits yet, consider offering counseling and resources to help employees cope with grief and loss. 

An EAP alone typically comes with many other resources and benefits, including support for areas like marital/relationship problems, financial struggles, and substance or alcohol misuse. The beauty of these programs is they often extend to employees’ immediate family members or those living in employees’ homes. An EAP can be a significant way to show you prioritize employees’ mental health.

Making the Case for a Reproductive Loss Leave Policy

Offering paid leave for reproductive loss, along with additional support and resources, can put your whole team at ease—from those in the early stages of family planning to those already going through pregnancy, fertility treatments, surrogacy, or adoption. Expanding your bereavement policy to include these groups will only improve employee morale, loyalty, and productivity.

Remember to review and update all bereavement leave policies regularly to ensure they stay relevant and supportive as expectations and legal requirements evolve. By doing so, you’ll naturally foster a supportive, inclusive work environment. 

And of course, if you need guidance developing a reproductive loss leave or any other people policies, contact BlueLion today at 603-818-4131 or info@bluelionllc.com. Our HR specialists will gladly help you create a positive company culture.

The information on this website, including its newsletters, is not, nor is it intended to be legal advice. You should contact an attorney or HR specialist for advice on your individual situation.

Is the 9/80 schedule the right fit for your company? Before implementing, let’s explore its benefits, drawbacks, and things you should consider.

What Is a 9/80 Work Schedule?

Like the four-day workweek, the 9/80 work schedule is a type of compressed workweek. With this schedule, however, employees work nine hours a day for eight days and one eight-hour day over a two-week period. This totals 80 hours, allowing employees to take every other Friday off. 

9/80 Schedule Example:  

• Week 1: Work Monday through Thursday for 9 hours each day and Friday for 8 hours.  
• Week 2: Work Monday through Thursday for 9 hours each day, with Friday off.  

This schedule offers employees a three-day weekend every other week, enhancing flexibility and improving work-life balance.

While the basic structure remains consistent, businesses can adjust it based on operational needs as long as the 80-hour requirement within the two-week period is met.

How Does a 9/80 Schedule Impact Payroll & PTO?

Implementing a 9/80 schedule requires careful attention to payroll and PTO policies to comply with labor laws. 

Payroll Considerations  

One key factor is the pay period. If your company operates on a weekly pay schedule, you’ll need to switch to a two-week pay period. Otherwise, the split between 40 hours in one week and 44 in the next could inadvertently trigger overtime pay. For example:

• Week 1: 36 hours (4 days x 9 hours each).  
• Week 2: 44 hours (4 days x 9 hours, plus 8 hours on the first Friday).  

Accurate tracking is essential, as overtime laws differ by state, with stricter regulations in places like California. 

PTO Adjustments

Implementing a 9/80 work schedule affects how PTO is tracked and used, and employers need to adapt their paid leave policies to account for the longer workdays. Here are a few strategies to manage this transition effectively:

Under a 9/80 schedule, most workdays are nine hours instead of the standard eight, so employees will need to use nine hours of PTO to take a full day off. Employers can adjust their PTO policies to reflect this by:

• Increasing accrual rates: Ensure employees earn PTO at a slightly higher rate to account for longer workdays. For example, instead of earning 80 hours of PTO annually, they could earn 90 hours to align with the 9/80 schedule.
• Allowing partial-day PTO usage: Employees might only need to take a few hours off for appointments or personal matters. Policies should clearly state whether and how partial PTO hours can be used to cover absences.

Worried about the complexity and compliance of payroll and PTO management? Simplify the process by using an automated time-tracking system.

Pros and Cons of a 9/80 Work Schedule  

Like any flexible job schedule, the 9/80 schedule comes with benefits and challenges. While it can be a great option for small businesses looking to offer benefits on a budget, it also creates complexities in areas like payroll and scheduling. Understanding these can help you decide if it’s the right fit for your team.

Pros

• Boosts employee productivity: Longer workdays mean employees have more uninterrupted time to tackle big projects or deep-focus tasks. An extra hour in the day can make a huge difference in getting things done.
• Improves flexibility and work-life balance: Imagine having every other Friday off to recharge, take care of personal errands, or enjoy a long weekend getaway. Your team will appreciate the chance to prioritize their personal lives without compromising their work.
• Supports recruitment and retention: Flexible work schedules are a major draw for job seekers, especially in today’s market. Offering a 9/80 schedule shows you value their time and well-being.
• Eases commutes: Employees working a 9/80 schedule often commute outside of peak hours. Fewer traffic jams mean less stress and more time for what matters most.

In fact, numerous surveys show that people prioritize work flexibility when looking for a new role—with the “when” often trumping the “where.” The Economic Policy Institute explains:

“A 2021 survey by Workable found that 58% of workers surveyed valued the ability to work flexible schedules (Mackenzie 2023). A survey by Future Forum found that 80% of knowledge workers surveyed want flexibility regarding where they work, whereas 94% want schedule flexibility (2022). According to a Morning Consult survey conducted for Zoom, 81% of U.S. respondents said that flexible hours and schedules were top priorities (2023). A Gallup survey of service facing workers found that 31% of respondents valued flextime and the ability to choose when they worked. Further, the survey found that 33% of respondents valued flexible start and end times (Pendell 2023).”

And those are just a handful of statistics about flexible work schedules in recent years!

Cons  

• Longer workdays can be draining: Not everyone thrives on a nine-hour workday. Start with a test run by implementing the 9/80 work schedule with certain employees or departments. This will allow you to see how it works and smooth out any kinks in the schedule or payroll process.
• Scheduling challenges: Coverage on off-Fridays can be tricky, especially if your team provides customer support or needs to maintain business operations five days a week. It might require creative scheduling to ensure nothing slips through the cracks.
• Complicated payroll: Switching to a 9/80 schedule means you’ll need to adjust payroll systems, implement a two-week pay period, and track PTO more carefully. These changes can feel like a headache initially, but they’re manageable with proper tools and planning.
• Potential for uneven workload distribution: For some teams, the 9/80 schedule could result in uneven workloads. For example, employees who depend on collaboration might find their work delayed if key teammates are unavailable on their off-Friday.

While the 9/80 work schedule can have incredible results, it’s not a one-size-fits-all solution. Weigh these pros and cons carefully to determine if it suits your team—and then discuss the following with your leadership team.

Is a 9/80 Work Schedule the Right Fit?

Before implementing a 9/80 work schedule, assess your company’s needs and capabilities.  

Operational Considerations

Ask yourself and your leadership team:

• Does your staff size and workflow allow for this level of flexibility?  
• Can you maintain customer satisfaction with off-days in place?  

Industry Suitability

A 9/80 schedule is often ideal for industries where employees work at their own pace, such as tech, professional services, or creative roles. However, it may not suit fields requiring constant coverage, such as healthcare, retail, hospitality, manufacturing, construction, or other customer-facing roles/industries.

Employee Feedback & Test It Out

Involve employees in the decision. Start with a test run by implementing the 9/80 work schedule with certain employees or departments. This will allow you to see how it works and smooth out any kinks in the schedule or payroll process.

Consider Other Flexible Work Schedules  

If a 9/80 schedule doesn’t align with your business, other flex schedules may still meet your goals. For instance:

• Four-day workweek: Employees work four 10-hour days each week, another type of compressed workweek.
• Flexible hours: Allow employees to set their schedules, provided they meet deadlines and required hours.

These options can also boost employee retention and satisfaction while meeting operational needs.

Let’s Talk About Your HR Needs  

A 9/80 work schedule can be a game-changer for businesses and employees alike, but it requires thoughtful implementation. From adjusting payroll to revising PTO policies, there’s a lot to consider. If you’re unsure whether it’s the right fit—or want help exploring other alternative work schedules—BlueLion’s HR consultants are here to help.

Call us at 603-818-4131 or email info@bluelionllc.com to discuss the best solution for your business.

The commission noted that noncompetes negatively impact the economy and workers by keeping wages low and stifling new ideas and businesses. They are common and often take advantage of workers by forcing them to either keep a job they wish to leave or take on “other significant harms and costs” (e.g., lower pay, relocation, being out of work, or costly legal battles).

Through the new rule, the FTC aims to provide Americans “the freedom to pursue a new job, start a new business, or bring a new idea to market.” The commission estimates that the noncompete ban will result in:

• 2.7% increase in new businesses formed annually—that’s more than 8,500 additional new businesses a year!
• $524 more per year in earnings for the average worker
• An average of 17,000 to 29,000 more patents each year

Get the details of the FTC’s new rule, who it affects, and your responsibilities and options as an employer below.

A Breakdown of the FTC Ban on Noncompetes

Most workers’ existing noncompetes will no longer be enforceable after the rule’s effective date, which is currently set for September 4, 2024. There is an exception for existing noncompete agreements with senior executives earning over $151,164 annually and in policy-making positions. Employers can keep these existing agreements but may not form or enforce new noncompetes with senior executives.

The rule will be retroactive, and employers will need to notify any applicable workers that their noncompetes will not be enforced against them in the future.

What is a Noncompete Agreement Defined As?

The FTC kept the language of the ruling broad, only specifically banning noncompetes. The ruling bans any noncompete clause or agreement that “prohibits a worker from, penalizes a worker for, or functions to prevent a worker” from finding work or starting a business in the United States.

However, it also notes that other restrictive covenants, such as non-disclosure and non-solicitation agreements, are also illegal when they are written broadly for the same purpose as noncompetes (i.e., preventing a worker from obtaining a job or starting a business in the same field).

What are the Exceptions?

The noncompete ban doesn’t apply to banks, savings and loan institutions, federal credit unions, common carriers, air carriers, foreign air carriers, and individuals and businesses subject to the Packers and Stockyards Act. Nonprofits are another exception, as the FTC only has authority over for-profit businesses.

Are Noncompetes Currently Banned?

Not yet, the rule will not go into effect until September 4, 2024—120 days after it was published in the Federal Register. However, there have already been several lawsuits challenging the ruling, which has raised a significant question: Does the FTC have the authority to regulate noncompetes, which have historically been regulated by state law? 

These challenges could extend the rule’s effective date or prevent it from ever going into effect at all. So, what should you do about noncompete agreements now?

Next Steps for Employers

If noncompetes are part of your new hire onboarding paperwork at all, you should stay tuned for updates regarding the rule. Employers have a few options for preparing for the potential noncompete ban.

• Operate as business per usual: Since the rule is not effective yet and the legal challenges are likely to draw it out, you can continue doing what you’re doing while keeping an eye on changes. Either way, all employers should use noncompetes, non-solicits, and non-disclosure agreements with caution, as many states are restricting their use.
• Implement changes today: Move forward as if the rule will go into effect on September 4, 2024, by updating employment agreement templates to remove noncompete clauses. Limit the use of nondisclosures and non-solicitations along with any other similar clauses or agreements that could inhibit workers from finding new jobs or starting a business. Prepare notices informing employees that their noncompetes will be unenforceable—you’ll want to send these before the effective date, but.
• Use an in-between solution: Continue using noncompetes with senior executives and other highly compensated employees. It’s possible the legal challenges will result in a modified version of the FTC ban on noncompetes that will treat workers of different levels accordingly.

Keep Up with the Latest on Noncompete Agreements

With the effective date approaching and several lawsuits pending, the final turnout is still unclear. We recommend that all employers monitor the progress of the noncompete ban and use these agreements sparingly. Since this is an evolving topic that will impact many of our clients, we will continue sharing updates here as well, so be sure to check back!

Do you have questions about noncompetes or other employment agreements? Contact BlueLion today at info@bluelionllc.com or 603-818-4131 for guidance!

While the four-day workweek has been tried and tested countless times over the years, it’s gained traction since the pandemic. COVID-19 has changed the work landscape and proven that flexible work schedules, well, work.  

The four-day workweek refers to working 32 hours weekly for the same pay. With many employees searching for more dynamic workdays and hours, a compressed workweek can be a great way for companies to stand out and boost employee retention.

In recent years, a growing number of companies worldwide have tried and implemented four-day workweeks. Global research shows many benefits, such as higher productivity, employee engagement and morale, and reduced costs. However, instituting this major change takes time and work! Let’s explore some benefits along with a few factors and recommendations to consider below.

Benefits of a Four-day Workweek

Better Work-life Balance

A four-day workweek gives employees another day to spend on family and personal matters. This makes scheduling important appointments, handling housework, and caring for kids or other family members easier. For parents, this flexible work schedule provides more free time to spend with their kids. 

Employees with a better work-life balance will feel more valued and satisfied, and the positive effects will ripple!

Improved Employee Acquisition & Retention

Attract new candidates with an appealing four-day workweek. Since this is still an up-and-coming concept, it will help your company stand out, especially for those looking for flexibility. Drawing more applicants can lead to more candidates to choose from

It’s also a great employee retention strategy, as current employees will be more likely to stay because they’ll be happier and healthier. This will foster employee loyalty and appreciation for the work-life balance it provides.

Increased Employee Wellness

Thanks to improved morale and work-life balance, employees will be happier, less stressed, and less likely to burn out or get overwhelmed. This promotes stronger physical and mental health, reducing absenteeism and improving productivity.

The four-day workweek is seeing results worldwide. For example, the U.K. ran a trial with 61 companies and 2,900 workers from June to December 2022. By the end of the pilot, 39% of employees reported less stress, and 71% noted lower burnout levels. Additionally, participants reported less anxiety, fatigue, and sleep issues and improved mental and physical health.

Higher Productivity

Speaking of productivity, a shortened workweek doesn’t necessarily mean less will get done. In fact, it can help boost employee productivity because people know they need to meet deadlines and expectations in four days instead of five. As a result, they will have to prioritize well, eliminate distractions, and use time-saving techniques to complete their work on time.

Knowing they have a shorter workweek can also increase employee engagement and motivation. Long hours can cause burnout, frustration, stress, and lack of focus. But shorter working hours give employees more time away from work so they can come in feeling fresh every week.

Reduced Costs

You’ll save on facility and operations costs as your team will be in the office one less day a week, reducing water and electricity usage. Improved employee well-being can also help lower insurance costs. Plus, lower turnover means lower hiring costs.

A four-day workweek also lowers costs for employees, who will save on their vehicle and transportation costs, work clothes, and childcare. Childcare costs have risen so much in certain areas that it’s taking a toll on parents’ jobs, according to one 2023 report. The study found that 13% of families with children five and younger have faced job changes due to childcare costs and issues. These changes “include quitting a job, not taking a job or greatly changing a job in the previous year.”

This makes sense, knowing the average family spends anywhere from 8% to 19.3% of their income on care. Many are finding it’s simply not a wise financial decision, with one parent deciding to stay home or reduce their work hours.

Bottom line: Easing financial stress by freeing up more of their time can boost employee satisfaction and productivity.

6 Tips for Implementing a Four-day Workweek

If you’re considering a transition to the four-day workweek, there are several steps and considerations you’ll want to take into account. Below are a few recommendations to get you started.

1. Align Goals & Objectives

Before you dive into a 32-hour workweek, your leadership team should evaluate and define company and departmental goals to ensure everyone is aligned and headed in the same direction. There are several frameworks you can use to set goals and evaluate success, such as:

• Management by Objectives (MBO): Employees and managers collaboratively set goals that align with the organization’s overall objectives. Progress is regularly reviewed, and rewards or incentives may be tied to goal achievement. 
• Objectives and Key Results (OKRs): This framework aligns individual and team goals with company objectives. Objectives are the overarching goals, while key results are specific, measurable outcomes that indicate progress toward those objectives.
• Key Performance Indicators (KPIs): KPIs are specific metrics used to measure progress toward strategic objectives. They are often tailored to a company or department’s specific goals and needs (e.g., revenue growth, customer satisfaction scores, and employee retention rates).

2. Take a New Approach to Meetings

4 Day Week Global says that most companies that shift to a four-day workweek make three significant changes, the first being to “radically shorten and reform meetings.” Fewer hours in the week means less time to waste in meetings that could’ve been an email (or a quick chat or phone call), so evaluate when you can use alternative forms of communication.

When meetings are necessary, it’s vital to keep them concise and on track by:

• Using an agenda and sticking to it (you could even designate a set amount of time to specific topics)
• Giving attendees time to prepare 
• Setting expectations of what will be discussed (and possibly what will NOT)
• Allowing participants a certain amount of time to speak—and not letting long-winded types derail the meeting 

3. Leverage Technology

Another recommendation from 4 Day Week Global notes is to “use technology more thoughtfully and mindfully.” Consider where your organization could benefit from automation. What tools could remove menial tasks from people’s plates so they have more time to focus on their core functions? What will support them and help them do their jobs faster? 

As mentioned above, alternative communication methods and file-sharing tools are also essential. For example, you may need a project management app like Asana for quick sharing, review, feedback, and approvals. Chat apps like Slack can also be highly efficient. Most companies need a Google Business Suite or Microsoft 365 to integrate document creation, file sharing, presentations, meetings, and more. 

4. Structure the Workday

With a compressed workweek comes the need for more disciplined days—just remember that your employees are human! According to 4 Day Week Global, businesses that successfully transition “redesign the workday to build in distinct periods for focused work, meetings, and social time.” 

Balancing all three is crucial to ensure people have enough time for deep focus, uninterrupted work, and collaboration. Designating social time ensures it won’t feel too rigid and allows colleagues to continue building positive relationships.

5. Ensure Focused & Maximized Roles

Are your employees spending much of their day on administrative and repetitive tasks like data entry? These often suck up their time, so they have less to spend on their specialties—which should be the priority. There’s also a good chance the menial work is becoming a grind and hurting morale. 

Instead, automate, outsource, or eliminate administrative duties to free up qualified team members’ time. This allows them to do what they do best (and enjoy most), benefiting your company!

6. Start with a Trial

Last but perhaps most importantly, start with a four-day workweek trial! There will be much to learn, many kinks to work out, and at least a few mistakes along the road. Starting with a pilot program is critical to identifying potential hiccups and setting clear employee expectations. 

Start with a trial period of at least three months. Before launching the trial, be sure to: 

• Document the parameters and expectations and communicate them with employees—ensure they understand this is a temporary test run
• Train managers and staff on any shifting/changing responsibilities
• Provide productivity coaching

Thorough preparation before the pilot will streamline the experience and improve the chances of success. The trial itself will help you determine if a shortened workweek will suit your business and where you may need to make additional adjustments.

Give the Four-day Workweek a Shot

There’s no sugarcoating it: Instituting a four-day workweek is no simple task! But doing so can offer you and your team many benefits, from happier, healthier employees to increased productivity to setting your company apart from the competition. With patience, careful planning, and transparent communication, your organization could be the next to offer this up-and-coming flexible schedule.

Do you need tailored guidance in developing a plan for a four-day workweek? Contact BlueLion’s HR consultants at 603-818-4131 or info@bluelionllc.com to learn how we can help you with this and other areas of your workplace culture today!

Although employers have many performance review methods and techniques to choose from, 360 reviews offer highly well-rounded insights by gathering feedback from various managers, colleagues, and even customers. Discover how it works and how 360-degree feedback can enhance your overall employee development, engagement, and retention.

What is 360-degree Feedback?

A 360-degree review, also known as a multi-rater feedback or multi-source assessment, is a comprehensive performance evaluation process that involves gathering feedback from various sources with insights into an employee’s performance. These sources typically include supervisors, peers, direct reports (if applicable), and sometimes even external stakeholders such as clients or customers. 

The term “360-degree” reflects the idea that feedback is collected from all around an individual, providing a more comprehensive view of their performance. It typically focuses on an employee’s soft skills and overall contributions to the company, allowing them to understand their strengths and weaknesses and how to improve.

360-degree Feedback Benefits

More Robust Insights

360-degree feedback gives employees well-rounded insights on their performance and skills from diverse perspectives—which often means more substantial and accurate feedback than if they were only evaluated by their direct manager (not all bosses excel at giving specific, constructive feedback, so a 360 review allows them to get better insights from other individuals).

Additionally, it provides valuable information and guidance if the employee wants to advance, take on more responsibilities, or move to a new position.

Hiring & Developmental Needs

360 reviews also reveal developmental needs for both the individual and the organization. They highlight areas where the employee needs to improve and specific ways leadership can support them with coaching and other resources. This enables you and the employee to set goals and a plan to achieve them.

Since the feedback comes from multiple people, it makes the case that the employee actually needs to work on it. It also shows what they must work on relative to specific stakeholders, whether managers, coworkers, or direct reports. 

For example, as their manager, you may not see everything the employee’s peers do. Perhaps you only see their high level of work, but their peers find the employee difficult to work with. The individual might need to improve their interpersonal skills to become a better communicator, listener, and team player.

As for the organization, 360-degree feedback identifies:

• Where you might need more support
• What areas employees need more training
• Which policies/processes need to be updated
• Opportunities for improved onboarding and cross-training
• Issues like low employee morale and engagement so you can find a solution

Building Better Managers

Did we mention that you should use 360 reviews on leadership and staff alike? They can be an excellent tool for fostering better managers! These assessments give employees an anonymous channel to share feedback, making them more likely to submit honest insights.

Good leaders will pay attention to their effect on their team, where they might need work, and adjust accordingly. 360-degree feedback also gives managers a bigger-picture view of how their employees are performing from the perspective of other departments and stakeholders so they can manage and develop them more effectively.

How to Manage 360 Performance Reviews

Gathering 360-degree feedback requires more time and energy, but it’s worth it, thanks to the specific, diverse, and actionable insights you’ll receive! However, you’ll want to create a well-defined process to prevent possible drawbacks of this performance appraisal method. 

For example, if not done correctly, 360 reviews can leave employees with:

• Vague, confusing, or even contradictory feedback
• Insufficient number of participants—meaning weak feedback
• Lack of an action plan or goals

The above can result in ineffective assessments, which demotivate and frustrate employees. To avoid these issues, follow these tips as you implement 360-degree feedback in your performance appraisal process.

Establish a Structure

Your 360 review survey should include a range of questions measuring an employee’s competencies in key areas like leadership abilities, interpersonal skills, communication, and problem-solving/critical thinking. Inform employees how they will be evaluated ahead of time so they understand how they’re being assessed. Then, use a rating scale (e.g., poor to excellent or unsatisfactory to outstanding).

Involve the Right Participants

The point of a 360 performance review is to gather diverse feedback about the individual’s soft skills—which means you’ll need input from various people. While the number can vary significantly based on your company’s size, structure, and specific goals for the review process, it usually ranges from five to fifteen participants. Typically, these include:

• Coworkers
• Direct supervisor
• Direct reports (for leadership positions)
• Customers or clients the employee works with directly
• Colleagues in other departments as relevant

Surveying a wide variety of raters will prevent skewed feedback. Ask too many work buddies, and the reviews will likely be too perfect; ask coworkers with whom the employee is not on the best of terms, and the feedback could be too harsh or unfair. Consider your selections carefully.

Remember to send the survey to the employee, too! They should perform a self-evaluation before the evaluation meeting with their manager.

Create an Anonymous Review Process

As mentioned earlier, one of the benefits of 360-degree feedback is that it allows for truly anonymous submissions. Whether rating peers or managers, most employees are nervous to share critical insights about the people they work with. Keeping the process anonymous may make reviewers more comfortable sharing their candid feedback. Note that going about this delicately is important to prevent distrust and whispers.

Train Your Teams

As you implement a 360 performance review process, consider training leadership and staff on providing constructive, helpful reviews. Educate them about and share examples of beneficial, specific feedback versus vague, confusing feedback. Remind everyone that these reviews aim to improve teamwork, productivity, and efficiency—and be clear about what you need from them to work toward the overall goals.

Schedule an Evaluation Meeting

After all raters have submitted their assessments of the employee, schedule a meeting to review the feedback with them. Give the individual enough time to prepare and complete their self-evaluation. 

During the meeting, be sure to: 

• Give them kudos for their strengths
• Address their areas for improvement with specific recommendations
• Set an action plan of goals and milestones so they understand how to improve

Follow Up

One of the biggest mistakes employers make after conducting performance appraisals is failing to follow up. Managers can avoid this and show employees they want them to succeed by scheduling check-in meetings to monitor their progress, offer support (e.g., coaching/mentoring or learning and development opportunities), and determine the next steps in the employee’s growth. These meetings should be part of your everyday performance management!

Enhance Your Performance Reviews with 360-degree Feedback

Now that you understand 360-degree reviews, you also understand how they can promote growth and a higher level of performance among your team. Not to mention, when done well, they can foster a culture of openness and rapport among team members!

You’ve probably also realized how much work this process entails to ensure effective feedback. It requires careful planning and communication to ensure participants understand the purpose of the evaluation and feel comfortable providing honest and constructive comments. Establishing clear guidelines for confidentiality and using the feedback gathered to support the employee’s growth and development are essential.

If 360-degree feedback sounds like a great fit for your organization, but you need guidance developing a solid process, contact BlueLion today at 603-818-4131 or info@bluelionllc.com. From selecting the ideal group of participants to creating comprehensive assessment questions to follow-up plans, our HR consultants will assist you every step of the way.

The Bureau of Labor Statistics reports that the average cost of benefits per employee in private companies is $12.19 per hour—nearly 30% of the cost of an employee. This adds up quickly, especially for small business owners for whom every dollar counts!

Taking on these expenses can be daunting, but consider the bigger picture: Offering a solid benefits package can strengthen your business and save money in the long run, thanks to increased loyalty, higher productivity, and reduced turnover. And you can always build on them as your business grows and you can afford to offer more.

Read on for tips on implementing employee benefits on a budget and which benefits and perks to focus on first.

Tips for Implementing Employee Benefits on a Budget

Before you decide exactly what employee benefits you can and should offer, do some research and planning both among your team and the competition. Having an understanding of what others in your industry are offering, the cost of specific benefits, and what your employees want will help you set up an efficient benefits package. 

Follow these tips to get started:

• Know what employee benefits are required. These depend on federal, state, and local laws. Required benefits might include unemployment insurance, workers’ compensation, and disability insurance.
• Start by offering the basics. If you’re creating a benefits package for the first time, start with those that most employees are looking for: health insurance, retirement plan, and paid time off (PTO).
• Offer what you can afford. Don’t try to implement too much at once—set goals and a budget, then stick to them. Remember, you can always expand your benefits down the road.
• Give employees a timeline. If you currently offer no or limited benefits, create a plan so you can tell your team when new benefits will be available. This gives them an idea of what they can look forward to instead of leaving them wondering. 
• Look for affordable benefits and perks. In other words, start with those that have the least impact on your bottom line, such as PTO and flexible schedules (more on these below).
• Survey employees to find out what benefits they would value most. Yep, ask them what they want—it’s as simple as that! This shows you care about their overall well-being and ensures you don’t waste money on benefits that won’t be used.

Staying transparent with your team and true to your budget will give you a solid foundation for your employee benefits.

6 Employee Benefits & Perks to Prioritize

So, what employee benefits should you offer first? Consider the essentials every employee wants, those that don’t cost more, and low-cost perks that will make a meaningful difference for your team members.

1. Health Insurance

On average, businesses spend $3.04 per hour per employee on insurance. You are not required to provide health insurance until you have 50 or more full-time employees (or full-time equivalents) under the Affordable Care Act. However, it’s what most people look for first—they at least want to ensure they have this essential need covered. After all, healthcare costs are rising, making insurance a main concern.

Keep things more affordable for your company by opting for a high-deductible health plan (HDHP)—employees will have to pay more in premiums, but you can offset this by providing a health spending account (HSA) option and making a contribution that fits your business’s budget.

Another option is joining a professional employer organization (PEO), which provides your employees with health insurance under a PEO-sponsored health plan and saves you the administrative costs of offering your own.

Or if you’re simply not in a position to provide insurance yet, consider giving employees a reimbursement to subsidize their marketplace plans. This allows you to budget an amount you can afford while still offering a benefit to your team.

2. Retirement Plan

Next on many employees’ lists? Cost-effective retirement planning. Give employees the option to save toward their retirement by making contributions with every paycheck with a 401(k) (or 403(b) if you’re a nonprofit). 

You can make an employer match, in which you match up to a certain percentage of the employee’s contribution. If a match is not in your current budget, you can always start by offering the 401(k) without a match and opt to add one later.

Not to mention, adding employee benefits like a 401(k) offers tax benefits for your business. Ask your tax accountant what type of retirement account is the best fit for your business and employees.

3. Paid Leave & Flexible Schedules

Speaking of those benefits that don’t hit your bottom line, offering paid leave and flexible schedules is a cost-effective and competitive benefit since another priority for today’s talent is flexibility. 

Employees now expect more than the minimal time off for national holidays, sick leave, and bereavement. They want an employer that respects their work-life balance, allowing them to care for their families, tend to other responsibilities, enjoy their favorite activities, and simply unplug when they need to. Many employers are staying ahead of the curve with unlimited PTO or a generous policy with a rollover option. 

On top of paid leave, consider ways you can make your team members’ lives easier with flexible schedules. From letting employees set their own hours to the up-and-coming four-day workweek, there are plenty of ways to get creative and provide employees with the other most valuable commodity: time!

4. Remote Work

On that note, why not consider giving employees the option to work remotely? The last few years have changed the working landscape, proving that telecommuting is not just possible but comes with many benefits. And because of that, a growing portion of the workforce prefers to work from home. 

In fact, 65% of workers want to work remotely all the time, while 32% would like a hybrid schedule. Plus, 71% note that working from home provides work-life balance. It’s becoming a non-negotiable employee benefit—and employers who haven’t embraced it yet could fall behind.

Of course, implementing remote or hybrid work depends on your business, and it may be more conducive for some roles than others. Remote work also comes with its own challenges, so it’s essential to create a policy and think outside the box regarding employee productivity and connection. 

Overall, however, virtual work shows that you trust your team and gives them even more flexibility. And in the case of a company that goes fully remote, it can significantly reduce overhead!

5. Home Office Stipend

If you do have a virtual team, you can also provide a home office stipend. Your business will probably equip employees with equipment like computers, software, and phones (if applicable), directly. But what else could they use to be more productive and comfortable while working from home?

Perhaps workers could use office furniture that promotes their health, like an ergonomic chair or standing desk. Whatever their preferences, you can give them a home office stipend to support their wellness while allowing them to get what they want and need. 

If you’re a small business on a budget, you can set the same amount for each employee. Be sure to clearly communicate this to new hires and in your benefits paperwork.

Impactful Fringe Benefits

Finally, when you’re looking for ways to help employees in a way that will support both their finances and overall well-being, fringe benefits can be affordable yet impactful. You can determine what perks your team members would most appreciate and how much you can afford to budget. Plus, there are many unique benefits you can offer!

Fringe benefits can include various wellness, financial, family, and everyday needs, such as: 

• Gym memberships
• Daycare
• Healthy lunches
• Pet insurance (many health insurance providers now offer this)
• Employee Assistance Program (EAP)
• On-site classes (e.g., cooking, health/nutrition, fitness, creative classes, etc.)

Even if your business is not ready to cover these costs 100%, you can provide stipends or partial subsidies for these needs. Or, partner with local businesses to pass on discounts and deals to your employees.

You could also consider implementing lifestyle spending accounts, which cover many of the above expenses not typically covered by healthcare. LSAs provide significant flexibility for both employers and employees, allowing you to contribute what you can afford to each employee’s account and employees to choose how they spend those funds. Learn more about LSAs and how to set them up.

Implement a Cost-effective & Competitive Benefits Package

Creating a standout benefits package on a budget can be challenging—and no, you may not be able to compete with big companies. However, you can stand out by offering the flexibility and element of personal care that many large corporations can’t. 

Your employees are your most valuable asset, which means they’re your most important investment! Investing in essential benefits is no longer an option for employers who want to stand out and acquire the market’s top talent. More than 50% would leave their current jobs for new opportunities with better benefits.

But keep in mind you can implement employee benefits one at a time. Get a clear view of your budget, what options are available to you, and the costs. Then, come up with a plan for when and how you’ll build your benefits package.

Do you need guidance launching new employee benefits and perks? Our HR consultants will be happy to help you help your humans! Contact us today at 603-818-4131 or info@bluelionllc.com to learn more.

And if employees don’t get decent benefit packages? They’ll simply look elsewhere, as statistics show 49% will leave their jobs in the next 12 months over a lack of benefits. As for employee turnover, it can cost anywhere from 30% to 400% of the employee’s annual salary to replace them! 

Yet, 78% say they would likely stick around if they like the benefits. Clearly, a solid benefits package is essential for both attracting and retaining top talent. Forbes reported that the top five benefits employees look for are:

• Health insurance
• Life insurance
• Retirement plans
• Mandatory paid time-off
• Mental health support

So, start getting creative with perks that will help employees save money and find more time and joy in their lives. At BlueLion, we are passionate connectors and love partnering with businesses near and far that can provide fresh offerings to our clients and their employees. That’s why we host an annual webinar sharing the latest unusual benefits for employees! Watch it below, or read on for the complete list and resources.

1. Professional Headshots

Have you ever considered professional headshots as a perk? Many don’t, and that’s what makes them a unique employee benefit! As our go-to brand photographer, Trayce Gregoire, explains, headshots and team photos can go a long way in boosting morale. 

Plus, having modern, lifestyle, approachable headshots aligned with your brand allows your team to put their best foot forward! You and your employees can use the photos on your:

• Company website
• LinkedIn
• Signatures
• Other marketing channels and materials

This creates a much more cohesive, professional brand than selfies or candids taken randomly. Using BlueLion as an example, Trayce explained how our headshots and team photos stand out and make us memorable and recognizable. After all, people want to see who they’ll be working with and put a face to the name to personalize it. When everyone’s photos look uniform and show your pride, your team can feel good about them, too.

Employers can use professional headshots as a recruiting tool. By offering this to employees, you’ll give them something to use for future career moves. Plus, you’ll make it convenient for them to have photos they can feel good about and enhance their confidence!

Additionally, brand photography can support your diversity, equity, and inclusion (DEI) initiatives. When engaging with your audience and prospective employees, clients, and partners from your website to social media channels, these images show the faces behind your business and tell your story.

Another often overlooked benefit of professional headshots applies to many blue-collar businesses, such as plumbing, HVAC, landscaping, and others in the trades who come to customers’ homes. Many businesses now send customers photos of the technician or pro beforehand, so they know who to look for, providing them with peace of mind that they’re working with a reputable company.

To learn more about Trayce, visit traycegregoire.com and reach out to her about headshots and team photos!

2. Additional Time Off

Many employers have been asking us what else they can offer for leave. It’s a crucial question—employees are looking for more flexibility to accommodate their well-being and lifestyles and are no longer willing to sacrifice quality of life for work. They want to know their employers value their overall wellness and time. 

Some up-and-coming types of paid time off (PTO) include:

• Birthday Paid Leave: You didn’t work the day you were born, so why should you now?!
• Parental Leave: Many employers are offering a more inclusive parental leave policy for all types of parents and family situations versus the traditional maternity/paternity leave.
• Adoption Leave: A growing number of organizations offer this for parents who have adopted children.
• Required Leave: Mandatory isn’t always bad! In fact, 31% of employees prioritize required PTO. In this situation, employees select a certain number of weeks at the beginning of the year to take leave and fully disconnect. You determine the length, which may vary by level. 
• Floating Holidays: These allow employees to celebrate other religious holidays outside of the standard federal and Christian holidays
• Long Weekends and Fridays off
• Mental Health Days: We all have days when we wake up and don’t feel up to going in. The mental health day gives employees an option to take the day off without having to lie about a sick day or schedule PTO in advance.
• Pet Bereavement: Pets are family too, so give employees some time to mourn the loss of their companions.
• Pregnancy Loss: Parents may need more time off on top of the standard bereavement in the case of pregnancy loss. This extra time shows your compassion and sensitivity.

Besides compensation, paid leave is one of the first employee benefits new hires typically negotiate. Show team members you value them from the start with flexible, inclusive paid leave policies.

3. Aflac

We are BIG fans of Aflac here at BlueLion, so we were excited to have agent Will Mumper join us! This supplemental insurance is one of those affordable and unique employee benefits that offers many types of plans and protections. 

Aflac can work with your business whether you have no existing benefits or you offer robust benefits with deductibles and copayments. Simply put, it puts money back in your employees’ pockets with significant events like a cancer diagnosis, physical trauma, loss of income, and medical treatments. Best of all, Aflac offers:

• No additional costs to your business—it’s just a simple payroll deduction for employees!
• Easy setup and benefits administration
• Personal ongoing customer support from your rep, Will
• Guaranteed issue policies, meaning even someone with a history of health problems can find coverage
• Rate lock, meaning your rate stays the same as when you enroll

Aflac simply pays out the benefit to the employee and they use it as needed, giving them breathing instead of more worry about how they’ll afford things and support their family. As Will explained, it mitigates financial concerns. Because let’s face it, unless the employer covers a huge portion of the medical costs, most employees have a large burden when it comes to using medical benefits.

And since everyone is at a different point in their lives, Aflac offers their policies a la carte and they’re totally customizable. Will sits down with each individual or family to discuss their needs and point them in the right direction. Contact Will at 978-376-6039 or email him today to learn more.

4. Reproductive Health Benefits

Many employers are becoming even more competitive regarding reproductive health benefits in the wake of reproductive health care law changes in the Supreme Court. In addition to paid parental and adoption leave, these can include:

• Surrogacy benefits
• Family planning assistance
• High-risk pregnancy care
• Pregnancy, post-partum, lactation, and menopause support
• Travel benefits

Please note: Employers providing legal reproductive care benefits will need to assess the implications of these offerings as reproductive health care laws continue to evolve.

Additional unique benefits for parents (especially those overwhelmed new parents) might include credits for food delivery (e.g., Uber Eats, GrubHub), laundry, and house cleaning services.

5. Reassess Your Health Insurance

According to Forbes, 67% of employees note health insurance as the most important benefit. For the younger generations, it’s non-negotiable—85% of millennials believe healthcare is “absolutely essential” and “very important.”

So, when was the last time you evaluated your company’s health insurance? Take steps to keep it competitive by reviewing your policy annually. Ensure your broker isn’t simply dialing it in. Consider what else you can provide, such as:

• Supplemental plans: Health Savings Accounts (HSAs), Flexible Spending Accounts (FSAs), Health Reimbursement Accounts (HRAs), and Dependent Care Accounts (DCAs) are low-cost for employers, while employees get to save pre-tax dollars.
• Health analytics: You can share data with employees so they understand what areas of their health they could improve—this benefits them and your insurance costs!
• Telehealth: Last year, 93% of organizations said they offer telemedicine or telehealth to workers. It’s a given since Covid!

Consider what other unique employee benefits you can offer, like gym memberships or hosting wellness and fitness classes. Toni shared an example of a former employer that gave employees points toward reimbursements if they could provide receipts showing the fruits and veggies they purchased.

Health insurance costs vary widely, but the average annual premiums for employer-sponsored coverage in 2022 were $7,911 for individuals and $22,463 for families. What are you doing to offset those costs and educate employees about their options?

6. Peak Recovery & Health Center

Colin Cook established Peak Recovery & Health Center in Manchester, NH, to offer a range of health and wellness services, something your employees are focused on! As you already know, healthier employees are more productive and miss less work. 

Peak Recovery specializes in cutting-edge recovery solutions, focused on:

• Mood and mental health
• Pain management
• Stress reduction and relaxation
• Injury rehabilitation
• Athletic/sports performance enhancement

To address these issues, Peak Recovery provides a range of services, including:

• Cryotherapy: Uses extreme cold temperatures that alleviate pain and reduce inflammation (shoulder or back issues, for example), release endorphins, and help you feel better overall.
• Photobiomodulation: Helps with cellular function and rejuvenates deteriorating or underperforming cells. Great for winter and seasonal issues.
• NanoVi: Reduces oxidative stress and removes free radicals from the body (works well with photobiomodulation).
• Float Therapy: Sensory deprivation tank in which you float for up to an hour with the lights off and music on if you’d like. Good way for the body to absorb magnesium to shut off our minds.
• Compression Therapy: Increases circulation and reduces muscle soreness.
• Infrared Sauna: Lower temperatures make it more comfortable and infrared penetrates the body for more benefits.
• Massage Therapy
• Celluma: Helps with acne and skin conditions

Peak Recovery offers custom memberships and packages, which they can customize with any of their recovery services based on your employees and the business. You can offer ongoing services for employees to use regularly and promote proactive health.

The center also offers Wellness Days, through which they will organize wellness experiences for your team focused on group self-care and team bonding. There are both half and full-day options, complete with snacks and refreshments. Learn more at peakrecoveryandhealthcenter.com! 

7. Preventative Well-Being

You’ve probably noticed a theme here regarding health and wellness benefits. Today, this means focusing on proactive well-being by addressing and preventing stress, burnout, and mental health issues. 

People are already stressed, which affects businesses. Of course, employees expect employers to do something about it. A majority (91%) of Gen Z and 78% of millennials believe every company should implement a mental health policy for employees

So, what can you provide and how? We advise:

• Expanding employee assistance programs (EAPs) to provide these resources and services. You can only support your employees so far, so give them professional resources to help ease that burden and cost.
• Providing online resources, education, and articles for employees
• Offering training for managers on recognizing behavioral issues and warning signs (e.g., an employee who is always late, missing a lot of work, etc.)
• Steering those employees toward the appropriate services and resources
• Conducting anti-stigma campaigns. Many are still not comfortable getting mental health support, so educate them about programs like peer groups and support groups for families like the National Alliance on Mental Illness (NAMI), Alcoholics Anonymous, and Narcotics Anonymous.
• Offering workplace flexibility to help offset the need to go to group meetings, therapy, doctor appointments, etc.

8. Renovate Fitness

Continuing on the topic of unique employee benefits around fitness, we have Renovate Fitness in Londonderry, NH, owned by Liz Erlandson. Renovate offers results-based training, which employers can incorporate into their perks in many different ways. 

This welcoming and inclusive gym takes a whole health approach by focusing on both nutrition and fitness. There are no cookie-cutter programs here—they customize each program based on the individual! You can offer this at no additional cost to your company, or you can subsidize the cost of their membership. Renovate also offers discounts for your employees.

While other gyms offer weight loss, not many incorporate injury healing and prevention into their programs, which is what Renovate has become known for. You don’t just go and work out. Instead, their trainers develop a plan, pick goals for you, and work with you on problem areas or send you to someone who can. They even have tools like the Fit 3D body scanner to keep track of everything to help clients hit goals.

Renovate offers a range of memberships, including:

• 1:1 personal training: Good for those with injuries and health conditions (e.g., strokes, MS)
• Groups: Pre-planned workouts and diets
• Semi-private: Meal plans and nutrition coaching
• Pain-free & Fit: 12-month health and wellness program, monthly or in-person Zoom call, videos, and PDFs

Plus, they offer a variety of morning and evening classes and weekends to cater to everyone’s schedule! Learn more at renovatefit.com or contact Liz today.

9. Remote Work Perks

We can’t gloss over the specific employee perks for remote teams! Think of ways you can support them, make their workspace more efficient and comfortable, encourage virtual team bonding, and simply brighten up their days. These might include:

• Home office stipend
• Learning and development stipend
• Childcare reimbursement
• Mental health workshops
• Standing desks
• Virtual hangouts
• Plant subscriptions
• Workout class subscriptions 
• Internet reimbursement
• Access to coworking spaces
• Virtual book club

BlueLion has had a lot of success building our virtual team, and we’re happy to share more of what has worked for us in establishing a positive culture!

10. Fully Promoted of Southern New Hampshire

Another one of our trusted partners is Sal Calautti of Fully Promoted of Southern New Hampshire, who we trust with all of our branded merch needs! 

BlueLion can say from first-hand experience that employees love high-quality branded swag. We do hoodie Mondays, inviting the whole team to wear their hoodies and ease into the week both comfortable and put-together. Our hoodies were embroidered by Fully Promoted, and we’re always happy with their embroidery.

Of course, when it comes to company swag, every employee has a different style and preferences. Consider giving employees a stipend so they can pick what they want with your logo on it! You might also put together a new hire package with a shirt or sweatshirt and a few office supplies so they can start showing company pride right away.

At the end of the day, these small gestures show employees you’re invested in them and you care. So if your Southern NH business needs next-level branded products, check out Fully Promoted or call Sal at 603-647-9994 today! 

11. Financial Benefits

Thanks to inflation, Americans are spending an average of $709 more a month on everyday goods and services than they did two years ago! What unique employee benefits can you offer to help your team members plan and save? Consider providing:

• Retirement plans
• Covered meetings with financial planners
• College planning meetings for children and parents—did you know you can establish a 529 plan not just for college but for trade schools?!
• Will preparation to ensure they’re prepared and won’t be saddling loved ones with debt
• Power of attorney
• Credit building or rebuilding coaching
• Financial debt management
• Student loan repayment 
• Budget planning and assistance
• Legal subscription
• Identity theft protection

Research has found that 39% of employees say their personal and professional lives are negatively affected by money concerns. Plus, employees who experience severe financial stress levels lose between 29 and 39 workdays yearly to handle concerns. Offering financial benefits can help your employees and save your company money and resources lost to low productivity and absenteeism.

12. Spark Offices

There are numerous advantages to working remotely—but it can also be distracting and isolating. Not to mention, we all need to get out of the house and engage with other humans once in a while! That’s where a coworking space like Spark Offices comes in. 

With one location in Manchester and a new one opening in Dover, this collaborative workspace gets employees out of their home offices and away from distractions (think that pile of laundry you still haven’t gotten to or being interrupted by the kids, your spouse, or pets). You can decide how often you’d like employees to come in, whether it’s a couple of times a week or a few times a month.

Spark offers perks to make workers as comfortable and efficient as possible, including:

• Premium local coffee
• Secure WiFi
• Convenient restaurants and snacks
• Stand and sit workstations
• Presentation technology
• Accessible parking

As owner Chris Duhaime explained, there are also intangible benefits, such as:

• No distractions: People can work in the main space, conference room, or a private office.
• Comradery and friendships: Employees can enjoy in-person social interaction.
• Educational and networking opportunities: Spark hosts events and brings in speakers to encourage learning and connection.

While Spark Offices is open between 8 a.m. and 5 p.m., you can work out of the main space anytime as long as you coordinate with them so they can open it for you. Visit sparkoffices.com to learn more and schedule a tour today!

13. Ways to Enjoy Time

We’ve discussed the importance of flexible paid leave options, but how will employees enjoy that free time? Are there areas you can help them when it comes to funding entertainment, relaxation, and travel? Here’s a slightly scary fact: 74% of Americans have gone into debt to pay for a vacation, with the debt averaging about $1,108!

Think of unique employee perks you can offer that help your team enjoy their time, such as offering:

• Tickets to local attractions (museums, events, sports, movies, etc.)
• Vacation stipend
• Music streaming subscription

Look into local attractions you can partner with to provide those tickets and potentially get discounts!

14. Compt Lifestyle Spending Account

We love a good lifestyle spending account as a unique employee benefit here at BlueLion, so we were excited to have Chelsea Barron of Compt tell us about this unique reimbursement model platform.

The first cool thing to note: You can take everything you’ve seen here and offer it to your employees through a stipend!

Unlike vendor marketplaces which are pre-funded and limited (often not catering to employees’ lifestyles), and card models, which are also pre-funded, restrictive, and often forgotten about, Compt is not pre-funded or tied to vendors. You set up stipends for employees based on goals or behaviors you want to drive. 

The platform offers 25 categories, and you select those that best suit your employees. For example, you can offer a wellness stipend, and employees can use it at Peak and subsidize their premiums at Aflac. Or they could subsidize headshots via a professional development stipend. 

Compt provides an easy way to accommodate your entire workforce in different life stages, wanting different things. They simply upload their receipts and are reimbursed through payroll. Implementation is easy implementation, and you get a customer success manager to guide the way.

65% of employees stated that they are more likely to stay at their company because of the benefits offered through Compt, which include:

• All-in-one platform for stipends, rewards and recognition, and expense management
• 100% IRS compliant and automated, so your finance team doesn’t have to go through and upload receipts
• An average of 90% employee engagement, the highest of any LSA platform

Visit compt.io to learn more, or contact Chelsea Barron to get started today!

15. Day-to-Day Perks

Have you considered those everyday apps and services that you could offer as unique employee benefits? What do they do to relax? What do you hear them complain about that you could provide to help save them time and money? Some ideas include:

• Mindfulness app subscriptions
• Audible/Kindle subscription
• Career coaching
• Car wash/detailing
• Dry cleaning
• Laundry drop off
• Uber Eats or grocery delivery costs or stipends

Since 76% of employees want benefits and perks that enhance their well-being and quality of life, they would likely appreciate having some of these things taken off their plate!

16. Bar Harbor Bank & Trust

Last but certainly not least, there’s banking—yep, and we understand if you haven’t thought about offering this as a benefit to employees! But you certainly can by building a relationship with a local bank. Our go-to is Tina Brown at Bar Harbor Bank & Trust.

First, Bar Harbor offers $100 to employees who open a checking account which is free, and also comes with a free savings account and free mobile banking and bill pay. Their easy interface encourages employees to enroll in direct deposit, which simplifies the process for both the employer and the employee. 

Additionally, Bar Harbor offers:

• Money markets and Certificate of Deposit (CD) accounts with competitive rates 
• Savings and Savings Transfer Club Account, allowing you to save for planned expenses and earn interest
• Free HSAs for employees with a high-deductible health plan (HDHP) that Tina sets up for you

Finally, Bar Harbor provides educational seminars for your employees on managing money appropriately and getting themselves to the next level, such as: 

• How to create a budget
• How to build credit
• First-time homebuyers seminars
• How to save for retirement

These seminars can even be customized for each individual for their needs in a private or group setting. We love Bar Harbor for their judgment-free and rewarding banking. Call Tina at 603-464-9242 or email her today to learn more!

Stay Competitive with Unique Employee Benefits

WOAH, that was a LOT of cool employee benefits and perks to take in! So don’t stress about implementing all of them or doing too much at once. Consider how you can make gradual changes to build the culture and attract the top talent you want. 

As you do, ensure people can customize their choices based on their needs and lifestyle—remember, one size does NOT fit all anymore! Don’t forget to research additional resources for the listed benefits in your local area, which also supports your local business and community.

If you need help, BlueLion knows many amazing professionals and resources we are happy to recommend!

We don’t get affiliate income from these vendors—we share them because we use their services and genuinely believe in what they do and know that their services or products are solid and their customer service is excellent. And we like to work with people who will serve our clients to the best of their abilities.

Need help starting in the right direction and determining what’s best for your team? Contact BlueLion today at 603-818-4131 or info@bluelionllc.com!

However, the way employers approach these areas continues to evolve out of necessity. So, what does this mean for employers as we enter the New Year? Where should you reassess, update, and implement change?

Data from the HR Trends Report 2024 found that:

• There is significant opportunity and room for improvement in leadership skills development—only 25% of respondents said their HR team is highly effective at building talent.
• Employers that fail to design a positive employee experience see 36% more voluntary turnover.

Essentially, it’s time for business leaders to focus on building a people-first environment through their HR policies and procedures. Check out the seven crucial areas to prioritize below—and if you notice a running theme of DEI, flexibility, and talent development, you’re right on the mark!

1. Identify New Opportunities for DEI

While diversity, equity, and inclusion (DEI) efforts have risen to the forefront of HR trends in recent years, many companies are still missing the mark. Some only act when it’s too late, while others make attempts at initiatives and campaigns that simply don’t appear genuine. 

Look at the fiasco with Bud Light’s Pride campaign from this past summer. The company received backlash from both sides: First, their conservative audience for the initial campaign; then, the LGBTQ+ community for their on-the-fence response and backpedaling. Yikes

If you’re going to take a stand, truly take a stand. Live out the values and principles you tout. Your equitable practices could include:

• Equal education opportunities
• Reskilling and upskilling
• Equal pay
• Using data and technology for blind recruiting
• Promoting mental health and offering resources

Yet, only a third of organizations have a formal DEI strategy, according to the HR Trends Report 2024. But this should be more than an HR trend—both because it’s the right thing to do and because it can have such a positive impact on your business! The data found that companies with a DEI strategy are 1.4x more likely to report high overall organizational performance. 

To embrace DEI, you’ll also want to develop an authentic voice on those issues you choose to focus on. Collaborate with your marketing team to make this a part of your brand and convey it consistently, both internally and externally. Conduct regular DEI training, with specific sessions and workshops for leadership and your entire team.

Dive into more strategies for managing diversity in the workplace.

2. Revisit Your Recruiting & Hiring Strategies

How and where are you finding new team members? This is a powerful area to implement your new DEI initiatives!

Tap into the “hidden workforce,” which the Academy to Innovate HR (AIHR) notes includes retirees who want to work, caregivers, neurodiverse individuals, people with long-term health issues, ex-inmates, and people without degrees. This population represents 14-17% of U.S. workers! 

Recruiting talent from the forgotten workforce is both:

• A smart business decision at a time when 77% of employers report hiring challenges
• The right thing to do, as it fosters inclusion and removes barriers for these groups

For example, becoming a recovery-friendly workplace can offer a unique opportunity to grow your team and add fresh perspectives. The National Safety Council found that for each employee in recovery, a company saves more than $8,500 on average. Not to mention, your organization will experience improved employee retention, productivity, engagement, and job satisfaction, among other benefits. 

Another solution to combat the current hiring challenges is to shift your focus from new talent acquisition to promoting from within your organization. Millennials—the largest portion of the working population—want jobs that offer opportunities for growth and advancement. So focus on learning and development (more on this below) and mapping out their career paths. 

Additionally, refocus on skills during recruiting and development rather than college degrees or length of experience. This opens you up to a bigger, more diverse talent pool when hiring and promoting.

3. Assess Employee Compensation & Benefits

We’d be remiss when talking about HR practices and procedures if we glossed over the obvious: compensation and benefits!

Employees want to be paid well and promptly—and they’re not settling for less anymore. According to Gallup’s State of the Global Workplace: 2023 Report, 28% of respondents said they want to receive better pay and benefits. And it’s not all about wages. People also want benefits that help them financially, such as travel stipends.

Reconsider your reward system, too. Focus on retention by giving employees new learning and advancement opportunities coordinated with bonuses and raises based on performance. 

Another area top talent is focused on is overall well-being. That means offering unique employee perks that allow them to focus on their physical, mental, and emotional health. People want jobs that fit into their lives, and they’re no longer willing to sacrifice time doing the things they love for work. That’s where flexible work policies and wellness offerings like lifestyle spending accounts and gym memberships come into play.

4. Update Your Employee Handbook & Policies

Another area you should review yearly is your employee handbook and policies. Of course, you’ll want to ensure your policies are compliant and review them with your legal team. But you should also approach it from a cultural perspective by looking for areas where your business can be more flexible and inclusive, keeping up with the HR trends and what employees want.

For example, parental leave, PTO, flexible schedules, and pay transparency policies could all offer opportunities for a stronger focus on employee well-being and inclusion. 

Could you offer floating holidays? They allow employees of different beliefs and religions to observe various holidays.

Are you sharing salary info on all job postings? Have you stopped asking for candidates’ salary history? If you’re embracing pay transparency, these are just a couple of steps to take.

Do you still have separate maternity and paternity leave? Consider consolidating them into one parental leave policy with equal time off for all parents. Work to break the stigmas around men’s and women’s parenting roles, like paternity leave being frowned upon. In fact, recent research found that longer paternity leave actually changes a dad’s brain and strengthens his fathering and caregiving instincts!

Check out our list of the top 11 employee handbook policies and sections to review.

5. Rethink Your Training & Development Programs

As mentioned earlier, McLean & Company’s report discussed the risk of focusing too heavily on task and functional skills over core and leadership skills (e.g., navigating change, working collaboratively, and leading others). Now more than ever, it’s important to build your talent in a way that makes them and your company more resilient against the unexpected.

An important part of building a culture focused on learning and development is to both lead by example and provide employees with the time and space to—you guessed it—learn and develop! Take a good hard look at your corporate culture. Do you create these opportunities for employees? Or is there room for improvement? 

6. Evaluate Your Performance Management Process

If you’re still using the old-school annual review system, it’s time to shift to everyday performance management! This involves ongoing check-ins and consistent feedback. Effective ongoing performance management relies heavily on clear, realistic, and flexible goals.

To truly support employees’ success, you’ll need more than the once-yearly performance appraisal. Blending weekly feedback with more frequent reviews (think monthly or quarterly) will boost employee engagement and make them more likely to achieve their goals. This holistic approach allows you to develop employees, help them pave their career path, and promote from within. 

Also, consider what evaluation methods you’re using (e.g., self-evaluation or 360-degree feedback). It might be time to change techniques or combine multiple systems, depending on your company and the roles. Learn more in our comprehensive guide for employee performance reviews.

7. Strengthen Employer-Employee Relations

The pandemic has changed when, where, and how we work—as well as employees’ expectations. This can create upheaval and challenges, so as businesses continue adjusting, it’s important to look at how you can overcome them. How can you create processes and policies that benefit both your company and team? 

Considering the current economy and recent stories of big layoffs, employees are still wary. Plus, they’ve become accustomed to working remotely and don’t want to return to the office. 

Gallup found that engagement has 3.8x as much influence on employee stress as work location. It all ties back to their relationship with their team and manager!

When you focus on the areas we’re discussing here, you’ll enjoy positive, stronger relationships with your employees. Rather than forcing employees to come back to the office or work set hours, offer flexibility where possible. Implement ongoing performance management to keep employees feeling engaged, motivated, and secure in their positions. Most of all, be transparent and realistic when it comes to performance expectations and company changes.

Do you need guidance on refreshing your practices and policies while embracing the latest HR trends? Contact BlueLion today at 603-818-4131 or info@bluelionllc.com to learn how we can help. We know from both our own people-first culture and helping dozens of clients build their own!

True, when you begin to consider the effort and resources involved in strengthening your team, it can be intimidating. But building a positive culture is not just worth it; it’s vital to your organization’s success! In fact, statistics show that:

• 46% of job seekers prioritize company culture
• Millennials—that’s 35% of the workforce!—value a people and culture fit over everything else
• Having highly engaged employees can lead to a 202% increase in performance

You might have already guessed this, but it truly starts at the top. No, there is no blanket solution; yes, it calls for more than the occasional pizza party (although team get-togethers are important!). Follow these steps to strengthen your team and company culture. 

1. Assess Your Corporate Culture Today

Where does your team’s culture and morale stand at this moment? Pay attention to your employees and reflect on their attitudes, productivity, and engagement recently. Are they upbeat and excited to get to work? Do they understand the company’s goals and how they contribute to them? Or do they appear frustrated, confused, or apathetic? 

Consider using brief surveys or meeting one-on-one with some of your tenured employees to get their perspectives on the company culture. 

Once you’ve gathered these insights, look at the bigger picture to determine if the current state of your organization will help achieve its big goals. If not, identify specific areas to focus on improving company culture.

2. Revisit Your Mission, Vision & Values

As you evaluate the big picture of your company culture, contemplate your mission, vision, and value statements. Are they still aligned and guiding your team and company? How are you using them, communicating them, and showing them to your team? 

Every team member, from executives to staff level, should feel aligned with these statements and understand how their role ties into them. Do your company’s policies, actions, and decisions reflect the mission and values daily? Do your leaders embrace these statements?

Next, assess the statements themselves. They should be:

• Clear, concise, and actionable
• Free of vague language that could be misinterpreted
• Meaningful and specific

Avoid long-winded statements or having too many values, which could be forgotten and water down your overall message.

Now that you’ve revisited your company’s mission and value statements, consider where your business puts these into action and where there are gaps. Then, adjust accordingly. There is nothing worse than empty brand statements!

For example, if you say you value teamwork and transparency, how are you LIVING and showing that? Does leadership communicate news early? Ask for employees’ input? Encourage collaboration through projects? Or is there an air of competition and siloed work? 

Remember, your mission and values should drive the rest of your team’s behavior and all business decisions.

3. Get Leadership On Board

Again, improving corporate culture MUST start at the top! Are your executives and managers on the same page? Do they feel connected to and embrace the mission and values every day? How do they set the example for their teams? 

If the answer is no or uncertain on any of the above, your leaders may need clarification on the specific actions and steps they can take to demonstrate the company values and desired culture. It might be time for workshops and training to remind management of their impact and what they can do to help improve company culture.

4. Foster Connection & Teambuilding

Whether your team is remote, in-person, or hybrid, all employees need to connect on some personal level. Leaders can do this by:

• Hosting team meals, coffee chats, or happy hours
• Planning fun activities like games and escape rooms during work hours (these can be in person or virtual!)
• Making a Slack or Teams channel just for connection and fun
• Creating shared spaces where team members can have chance encounters (e.g., a welcoming breakroom)

Building these relationships helps gain mutual respect and understanding. Your team members may even find they have more in common than they think! Ultimately, their communication will improve, and they’ll work better together. 

5. Prioritize Transparency

One report found that highly engaged employees are more than twice as likely to report working for a transparent organization than actively disengaged employees. 

Your people want to know that you TRUST them! Make transparency easy by investing in technology and communication tools like an internal chat (e.g., Slack or Teams) and a project management platform (e.g., Asana or Monday). These allow employees to connect and check in on assignments easily. 

Of course, transparency also applies to when and how you share information—both the good and the bad. Share the wins of individuals, teams, and the entire company regularly. These help boost morale and motivation! 

When you have difficult news to deliver, show your employees respect by being as open as possible as early as possible. Let them know you plan to work through it as a team and ask for their ideas and input when appropriate. While you don’t need to share every detail with every employee, taking an open, collaborative approach can yield powerful results from the brains and backgrounds of your talented team.

6. Give Employees Autonomy & Flexibility

Another way to show employees you trust them as you work to improve corporate culture is by giving them the freedom to manage their duties and projects, which you can do by:

• Allowing flexible work schedules
• Offering an unlimited PTO policy
• Letting them work remotely
• Empowering them to make their own decisions
• Fielding overbearing managers and colleagues

Avoiding micromanagement, encouraging work-life balance, and empowering employees to make decisions will build their confidence and help them grow. In turn, they’ll be more productive and engaged. 

7. Show Employee Recognition

Did you know 69% of employees say they would work harder if they got more recognition? Yet only a third of them receive it weekly. And companies are hurting themselves, as workers who don’t feel appreciated are twice as likely to quit in the next year. 

That’s a lot of missed opportunities and wasted money and effort—over something so simple!

Often, employees simply want to know their hard work is appreciated. Remember to tell them when they’ve done an excellent job and give them public shoutouts to encourage others to do the same. 

Create an employee recognition program that spotlights performers who epitomize the company values and culture you’re aiming for. You could do this through an anonymous nomination system, company communication platforms like Slack, or a specific employee recognition platform. 

Recognition plays a prominent role in employee productivity and retention, saving your business significantly.

8. Revamp Your Review Process

Speaking of recognition, it’s time to shake things up if you’re still conducting old-school yearly performance reviews! Today’s talent wants frequent constructive feedback, with 92% wanting it more than once a year. 

While formal reviews are still important, ensure managers hold them more often. Also, incorporate regular feedback throughout the year, such as brief weekly or biweekly meetings. Find everything you need to know in our comprehensive guide to employee performance appraisals.

Don’t forget to ask employees for THEIR feedback, too! This includes reviews of their managers (we all have room to learn and grow!) and input on new initiatives, processes, or tools. Showing employees you value their opinions is crucial to improving corporate culture. 

9. Focus on Workplace Mental Health

An alarming 19% of American workers rate their mental health as fair or poor, reporting about four times more unplanned absences due to poor mental health. Not to mention, mental health issues often go hand-in-hand with substance misuse.

Worse yet, 43% of workers worry about negative consequences if they were to report a mental health condition to their employer. And only 35% report a company culture where breaks are encouraged.

Basically, there is a LOT of room for improvement!

Prioritizing employee mental health and overall wellness is critical. Leaders must create a supportive work culture by:

• Setting reasonable goals and expectations
• Providing flexibility when employees are struggling
• Asking team members how they’re doing regularly—without focusing strictly on work!
• Encouraging healthy practices and self-care
• Offering mental health care coverage

Emphasis on mental health is central to improving corporate culture for many organizations today. Managers should set an example by demonstrating their own boundaries and work-life balance while respecting those of their employees. Consider training leaders to recognize the signs of mental distress and substance misuse. 

Turning Company Culture Around One Step at a Time

While most of these steps are simple, they require effort and thoughtfulness. So, take your time to determine your current corporate culture and where you should focus first. Don’t rush it! Refine one area’s process and system, then move on to the next. 

Most importantly, get buy-in from your HR and leadership teams from the start! This will go a long way in:

• Ensuring the efficiency and impact of all cultural efforts
• Boosting employee retention
• Increasing employee engagement and productivity 

So involve them in evaluating your mission and values, ask for their feedback and ideas on developing new policies and programs, and invest in leadership training.

Do you need an outside perspective to guide you as you strengthen your organization’s culture? As a team built on connection and authenticity, BlueLion would be happy to help! Contact our HR professionals at 603-818-4131 or info@bluelionllc.com today.

The information on this website, including its newsletters, is not, nor is it intended to be legal advice. You should contact an attorney or HR specialist for advice on your individual situation.

• 90% of Americans suffer from some kind of mental health issue
• 50% of employees sought help at work for a mental health issue
• 49% of all American workers struggle with substance misuse

When you support your employees throughout their recovery journey, they are more likely to stay sober and employed with you. 

However, you need adequate substance use processes and policies for your program to be effective. You may be wondering how to help an employee who is struggling. And how do you know when it’s time to make the difficult decision to terminate them?

An impactful recovery-friendly workplace primarily comes down to your company’s mindset and approach. Remember that substance misuse is tied to mental health issues—this perspective can help you come from a place of compassion and empathy. 

Keep reading to learn: 

• The benefits of supporting employees in recovery
• How to create a recovery-friendly workplace
• How to assess when it’s time to terminate

Benefits of Supporting Employees in Recovery

Simply put, assisting your team members who are struggling with substance use means helping those with mental health and personal issues (e.g., relationships, family, finances, etc.). In doing so, you help them become happier, more fulfilled, and more productive members of society. All of this has a ripple effect—on your other employees, overall business, and community!

By creating a recovery-friendly workplace, employers can: 

• Improve employee retention and loyalty
• Foster a healthy and positive work culture
• Boost employee productivity, engagement, and job satisfaction
• Reduce turnover, absenteeism, and health care costs
• Increase ROI over time as employees maintain recovery and stay with the company

Supporting workers with SUD positively impacts both the employees and the business. According to the National Safety Council (NSC), each employee in recovery saves a company more than $8,500 on average!

6 Ways to Create a Recovery-Friendly Workplace

Look Through a Lens of Employee Mental Health

For many employers, transitioning to a recovery-friendly workplace begins with a mindset shift. Look through a lens of the employee’s mental health, not just a lens of addiction. Start with simple changes in the language you use. Move away from phrases like “substance abuse” and “alcohol abuse” and instead use “substance misuse” or “use.” Instead of calling someone an addict, refer to them as a person who is addicted to drugs or an individual with SUD.

Open yourself up to the availability of helping someone through recovery. Yes, you’ll need to invest time and resources into research and educational opportunities—but keep in mind the long-term ROI and positive impact you’ll be making on both the employee and your business!

These changes will help:

• Eliminate the stigma around substance use disorder (SUD) among your company
• Make employees more comfortable reaching out for help 
• Encourage open conversations about drug and alcohol misuse as well as mental health

As you get started, visit the Substance Abuse and Mental Health Services Administration (SAMHSA) for resources and information. If you’re a New Hampshire employer, learn how to become a designated Recovery Friendly Workplace in the Granite State. Many other states have established their own recovery-friendly workplace initiatives, so find out if yours is one of them.

Develop a Substance Use Policy

Every organization should have a clear, well-communicated substance use policy emphasizing support, treatment, and confidentiality. While you’ll need to tailor your policy to the needs of your company, it should generally include:

• Purpose and Scope: State the policy’s intent, underscoring the organization’s commitment to a safe and productive work environment and supporting employees dealing with substance use issues. List who is subject to the policy, such as all employees, contractors, and volunteers.
• Expectations and Restrictions: Explicitly outline the company’s expectations regarding substance use at the workplace, including the prohibition of illegal drug use and being under the influence of alcohol or drugs. 
• Consequences: Describe potential consequences for policy violations, which may include disciplinary actions like warnings, suspension, or termination. Ensure leadership enforces these consequences consistently and fairly.
• Confidentiality: Note that employees’ disclosures are confidential, and your company is committed to protecting their privacy when seeking assistance or treatment.
• Reporting Process: Outline the steps employees should take when they suspect or witness substance use issues. Clarify that reporting will be handled discreetly.
• Accommodations and Return-to-Work Procedures: Advise employees on seeking accommodations for treatment or recovery, including time off, modified duties, or flexible schedules. Describe the steps for a safe and supported return to work. 
• Drug Testing Procedures (if applicable): If drug testing is part of your policy, detail the circumstances under which testing may occur, the types of tests used, and the procedures for handling positive results.
• Anti-Retaliation Clause: Include a clause prohibiting retaliation against employees who report concerns, seek help, or participate in a recovery program.

Always work with your HR and legal teams to ensure your substance use policy complies with local, state, and federal laws. If you need policy development guidance, BlueLion can help.

Know the Warning Signs of SUD

Recognizing the signs of SUD and training managers to identify and address these issues is crucial to creating a supportive and recovery-friendly workplace. By educating your team, you empower them to provide early intervention and support to employees who may be struggling. Common indicators of SUD include:

• Changes in behavior, such as erratic or unpredictable behavior, frequent mood swings, and increased irritability or agitation
• Performance and attendance issues or an increase in workplace accidents or errors
• Physical signs like bloodshot or glazed eyes, frequent nosebleeds, slurred speech or impaired coordination, tremors, or an unsteady gait
• Neglected personal appearance, such as personal hygiene, rapid weight loss or gain, and neglected grooming and attire
• Social isolation, which can appear as withdrawal from colleagues, social activities, and decreased participation in team events or meetings
• Unexplained financial difficulties and frequent requests for salary advances or loans
• Relationship issues, whether in personal relationships or frequent conflicts with coworkers or supervisors
• A previously reliable employee becoming unreliable and disengaged

Conduct regular workshops and training programs to keep leadership educated on the warning signs of SUD, the process for reporting them, and methods for addressing substance misuse. 

Address Substance Misuse

Whether an employee comes to you to share their substance use issue or you have noticed the signs, you should handle the situation carefully. Follow these steps to take a supportive approach and respect their dignity and privacy:

1. Express Concern and Offer Support: Start the conversation by expressing your concern for the employee’s well-being and job performance. Discussing performance or conduct problems can encourage them to open up and lead to more frank conversations about substance use. Ask how you can help and let them know you are there to support them.
2. Listen Actively: Allow the employee to share their perspective and any challenges they may be facing so you can gain a full understanding of their situation.
3. Encourage Treatment and Refer to Resources: Encourage the employee to use the company’s Employee Assistance Program (EAP) or other resources for counseling and support and stress the importance of treatment and recovery.
4. Set Expectations: Communicate your expectations regarding job performance and behavior. Reiterate that while you support their recovery, they must meet certain standards.
5. Document the Conversation: Keep a written record of the meeting, including what was discussed, any agreements made, and any commitments from both parties.
6. Follow Up Regularly: Continue to check in with the employee regularly to monitor progress, provide support, and ensure they adhere to any agreed-upon arrangements.
7. Address Performance Issues: If the employee’s substance use issue has significantly impacted their job performance, address those issues separately and follow your organization’s performance improvement or disciplinary process as necessary.
8. Be Prepared for Relapse: Understand that relapse can be part of recovery. Approach relapses with empathy and continue supporting the employee’s efforts to get back on track.

Accommodate Treatment & Recovery Needs

After addressing the substance misuse concerns and determining the next steps, discuss accommodations with the employee. Offer flexible work schedules and accommodations to support employees in their recovery journey. This can mean allowing reasonable time off for treatment, counseling, or support group meetings. You might also provide flexible work hours or a hybrid work schedule. 

However, be cautious when permitting employees in recovery to work from home. While this can lower their commute time, it can also lead to more time spent at home alone and isolated, which can affect their mental health and lead to the potential risk of relapse.

Encourage Engagement & Healthy Practices

Host activities to keep employees in recovery engaged and help them build stronger relationships with their colleagues. Schedule fun events regularly, such as potluck meals, monthly breakfasts, or themed cooking competitions. 

Chameleon Group, a designated Recovery Friendly Workplace based in Dover, NH, is a shining example. They have incorporated several unique activities and resources for their team members in recovery. They even stock a food pantry and attend coworkers’ drug court graduations! Discover more ideas and inspiration from how they focus on addiction recovery in the workplace. 

Additionally, help your employees in recovery maintain a healthy work-life balance. Discourage overtime work and remind them to take regular breaks and time off. Excessive work can contribute to severe stress and burnout, which in turn can lead to relapse.

When is Termination Necessary?

Perhaps you’ve made a significant effort and accommodated an employee in recovery for some time, but they’re not improving. While termination should be a last resort, unfortunately, it is sometimes necessary to ensure workplace health and safety.

If you’re wondering if it’s time to terminate the employee, consider:

• Job Performance: Does substance misuse consistently and significantly affect their ability to perform their duties? 
• Workplace Safety: Does the employee’s condition threaten their safety, their colleagues’ safety, or the safety of the overall workplace?
• Reasonable Accommodation: Are they unable or unwilling to engage in treatment or respond to accommodations you’ve made to support their recovery?
• Policy Adherence: Does the employee continually violate the substance use policy despite being informed of and given ample opportunity to follow it?

Always consult with your HR or legal counsel to ensure any termination complies with anti-discrimination laws, disability accommodation laws, and other legal regulations. While you have the right to take disciplinary action, including termination, proper documentation and handling of the employee’s alcohol or drug use is vital to avoiding future lawsuits and reputational damage.

Learn how to handle employee terminations, and check out our employment termination checklist to protect your business.

Keep Employee Mental Health Front-of-Mind

A compassionate and supportive approach is essential when dealing with employees facing substance use issues. Although addressing substance use-related issues is important, a recovery-friendly workplace must also provide a safe and understanding environment for employees to seek help and recover.

You can build a culture of empathy and positivity by:

• Viewing substance misuse through a mental health lens
• Developing a substance use policy centered on support, recovery, and confidentiality
• Knowing and training leadership on the signs of SUD
• Addressing substance misuse with compassion, fairness, and follow-through
• Allowing accommodations like flexible schedules to support the employee’s treatment and recovery
• Encouraging engagement and healthy practices to foster a supportive network and prevent stress

If you need guidance as you develop or update your substance use policy and implement these practices into your employee wellness program, contact BlueLion today at 603-818-4131 or info@bluelionllc.com! We’ll help you navigate these sensitive matters and make a difference in your employees’ lives.

The information on this website, including its newsletters, is not, nor is it intended to be legal advice. You should contact an attorney or HR specialist for advice on your individual situation.