Supporting Employee Health During Organisational Change

Organisational change creates health risks. Learn how to support employee wellbeing during restructuring, mergers, and transformation while maintaining productivity.

Health impacts of organisational change

Organisational change increases stress-related absence by 30% and mental health referrals by 50%. Proactive health support during change includes: enhanced access to counselling, manager training on wellbeing conversations, transparent communication, and post-change monitoring for delayed impacts.

Proactive support planning

Organisational change increases stress-related absence by 30% and mental health referrals by 50%. Proactive health support during change includes: enhanced access to counselling, manager training on wellbeing conversations, transparent communication, and post-change monitoring for delayed impacts.

Communication and uncertainty

Organisational change increases stress-related absence by 30% and mental health referrals by 50%. Proactive health support during change includes: enhanced access to counselling, manager training on wellbeing conversations, transparent communication, and post-change monitoring for delayed impacts.

Manager preparation and support

Organisational change increases stress-related absence by 30% and mental health referrals by 50%. Proactive health support during change includes: enhanced access to counselling, manager training on wellbeing conversations, transparent communication, and post-change monitoring for delayed impacts.

Enhanced access during transitions

Organisational change increases stress-related absence by 30% and mental health referrals by 50%. Proactive health support during change includes: enhanced access to counselling, manager training on wellbeing conversations, transparent communication, and post-change monitoring for delayed impacts.

Monitoring warning signs

Organisational change increases stress-related absence by 30% and mental health referrals by 50%. Proactive health support during change includes: enhanced access to counselling, manager training on wellbeing conversations, transparent communication, and post-change monitoring for delayed impacts.

Post-change recovery support

Organisational change increases stress-related absence by 30% and mental health referrals by 50%. Proactive health support during change includes: enhanced access to counselling, manager training on wellbeing conversations, transparent communication, and post-change monitoring for delayed impacts.

Learning from change periods

Organisational change increases stress-related absence by 30% and mental health referrals by 50%. Proactive health support during change includes: enhanced access to counselling, manager training on wellbeing conversations, transparent communication, and post-change monitoring for delayed impacts.

Key Takeaway: Change period health support: proactive communication, enhanced counselling access, manager training, regular check-ins, and post-change monitoring for 6 months.