What to consider when extending care home services
James Thomas, QFP, Commercial Manager at d&t business planning, discusses the need for careful planning when extending care home services. The expansion of care home services requires the mitigation of risk through analysis and proper planning both to protect the business and those it cares for long term. Extending an existing facility by nature often requires significant investment and therefore, commercial backing. Securing appropriate funding will be a key part of the successful expansion of services. Here, a balance needs to be struck between the need for borrowing and the income likely to be generated from providing care services. An independent funding sourcing organisation that has relationships with all the main banks, satellite lenders and funding circles will be able to secure the best deal possible. A funding sourcing organisation will initially undertake a viability check prior to approaching any lenders, in order to assess the likelihood of securing borrowing. They will look at an individual’s or company’s background, assets and liabilities and the business idea. Because they understand the criteria for lending from numerous financial organisations, they can help set expectations. Here it is important to provide accurate information to ensure a realistic evaluation and assessment. Armed with this information, they can select the most appropriate lender to potentially back the project. To secure any business borrowing it will be necessary to provide a detailed business plan. This is a document setting out goals for the future and the strategy to reach those objectives. It will need to include information on cash flow, budgets and projections, but also an analysis of strengths, weaknesses, opportunities and threats. Business plans should be realistic and achievable using existing financial records to help with forecasting. They should also detail milestones and set out a roadmap indicating thresholds when, for example, additional staff can be taken on, or when the business can afford to expand further. The starting point with any business expansion plan is analysis of existing figures. So, step one of the process of expansion is to ensure accounts are fully up to date. Getting to grips with the technology to enable regular reporting online will be something everyone needs to get used to and we recommend getting in the habit of keeping your information up to date so you are ready to complete the quarterly submissions when they are required. Key performance indicators (KPIs) are also an essential part of business planning. Monthly Turnover, Cost of Sales and Gross Profit will always be the most important key performance indicators, as at a glance, you get a good idea of how a business is performing at a high level. There will, of course, be some more specific metrics that are tracked behind these, which might include for example: variable and fixed costs such as staffing, training, recruitment, heating, cleaning, marketing, etc… Tracking back KPIs helps with planning. Consider a target of increasing residents in a care home by 30%. Work back and isolate what can directly affect the goal and monitor these metrics. • 30% growth = 10 more residents = 5 more staff, 10 more beds, 5 more items of equipment etc The same logic can be applied to marketing. How many leaflets and adverts are needed to create xx number of enquiries which ultimately become xx number of residents? So, whether you’re starting out, looking to grow, or an existing business, raising finance requires a workable and detailed plan tailored to your goals. This will help you source funding from the most suitable lender, and using an independent funding expert will help you shop around and secure the best deal for carefully managed expansion. For further information on independent funding and business planning when extending care home services please see: team-dt.com
Why is animal therapy in care homes so popular?
Damon Culbert from Wild Science, provider of animal therapy in care homes across the UK, talks about the difference between short visits from animals and dedicated Animal Assisted Therapy. Animals in care homes are a growing phenomenon attempting to improve the wellbeing of the elderly in long-term care. Many residential care providers have sung the praises of therapy dogs, cats, horses and even lizards in their ability to animate residents and stimulate social interaction. But what are the recorded benefits of animal therapy and should every care home invite animals in? Not every encounter that seniors have with animals will qualify as animal therapy. Animal Assisted Therapy is defined as targeted therapy interventions which make use of an animal to achieve set goals. Examples in care homes might include having a resident walk a dog regularly in order to improve or maintain mobility functions long-term or games between animals and residents to encourage social interaction between residents experiencing heightened feelings of loneliness. Animal Assisted Activities, on the other hand, are less focused interactions with animals used to entertain, educate and engage. These can include one-off visits from exotic animals where residents are encouraged to hold, play with and stroke different kinds of animals. Live-in care home animals may also provide many of the benefits which can be achieved during animal therapy but might not fit the definition of therapy as activities are not so structured. This article on animal therapy in care homes will look at the ways care home residents can benefit from the company of animals in both AAT and AAA. Improved motor skills Animal interaction can be hugely beneficial for the physical wellbeing of residents of all abilities, whether that is through stroking, brushing, walking or playing. Many non-mobile residents enjoy the presence of animals and look forward to their visits. Allowing animals like dogs, cats and horses to be stroked and brushed by residents of limited mobility provides vital tactile stimulation. This stimulation is not only beneficial for the maintenance of fine motor skills but also provides other health benefits. Stroking animals increases levels of ‘happiness’ hormone oxytocin and reduces levels of stress hormone cortisol, helping reduce feelings of stress, anxiety and fear which can be common in care home residents. Residents who are more mobile may also experience physical benefits from interaction with animals. Walking dogs regularly is a great way of improving or maintaining motor functions long-term, helping residents maintain independence for longer. Regular exercise is vital for the elderly, especially those in long-term care and research shows that dog walking helps reduce blood pressure, can be beneficial for recovery after major events like strokes and helps maintain general heart health. Increased social interaction For many residents, having to leave their own homes and support networks can be a very isolating experience and many can find it difficult to build new relationships. This is a particular problem for those with conditions like dementia. One of the main benefits of regular animal interaction for came home residents is the animals’ ability to stimulate social interaction. Animal therapy practitioners notice that residents are far more likely to interact with them and the other residents in the presence of animals. Animals often trigger memories of other animals such as past pets which allows residents to enjoy memories of their past while sharing them as part of a group. Additionally, taking on the responsibility of care is beneficial for the elderly as they form routines that not only structure their day but encourage them to interact with staff and other residents to complete tasks based around the animals. This could include walking dogs, feeding pets and, in some care homes, means collecting chicken eggs. This study identified touch as a significant and undervalued part of social interaction which is beneficial to elderly residents struggling to involve themselves socially. Residents who interacted with animals were much more likely to touch the animals but also to interact with their peers in the same way. The importance of touch in social interaction is similar to its importance in physical development and can help reduce feelings of isolation. Reduced loneliness and depression Having resident pets in care homes or organising regular visits from the same animals can help the elderly form attachments which in turn can reduce feelings of loneliness. Animal therapy programs can also use the structure of forming bonds with animals to then encourage residents to form closer bonds together, further improving social interaction and residents’ mental wellbeing. The hormonal response to pets is also one of animal therapy’s greatest attractions. Animal therapist Cynthia Chandler believes that oxytocin is one of the most powerful social hormones we produce and the ability of animals to naturally promote its production is why animal therapy is becoming ever more popular. Things to consider While animal activity and animal therapy in care homes can provide fantastic benefits for those in long-term residential care, it’s important to note that their benefit won’t be felt by everyone. Some things to consider before introducing animal therapy in care homes include residents who don’t like or are afraid of animals and those who suffer from allergies. Rather than keep a dog or cat at the care home at all times, it might be more successful to bring the animal in regularly for short period to interact with small groups so that nobody is subjected to an experience they don’t want. Animal therapy in care homes is causing a huge stir and, due to its ability to bring enrichment and positivity to residents’ lives, it’s likely to stay. However, introducing animals to the elderly must be done with careful consideration for every resident’s wellbeing. For more information on animal therapy in care homes, see wildsci.co.uk
Improving residential care through digital transformation
Colin Yates, chief support officer at WorkMobile – an award-winning mobile data capture solution – discusses the links between going paperless and the quality of residential care. Over the past few years, digital transformation has become an increasingly hot topic in business circles. There is a very good reason for this: done well, digital transformation drives efficiency and improves productivity, saving a business both time and money. Enterprises in almost all industries stand to benefit from their own digital transformation projects, and the residential care home sector is no exception. The question is, what would this look like? At its most basic level, digital transformation is the use of digital technologies to solve traditional problems. So, there is a need to identify which areas of a business have historically proved challenging and could be improved by incorporating new technology such as cloud computing, artificial intelligence and the Internet of Things. Residential care homes are often very reliant on paper-based processes. From care plans and risk assessments, to safeguarding reports and health assessments, there is inherently a lot of paperwork involved in the day to day running of a care home business, and given that there didn’t use to be an alternative to physical documentation, many have continued to operate with traditional processes. However, a heavy reliance on paper can cause significant problems. If essential paperwork is not completed and filed in a timely and correct manner, this can lead to standards of care slipping and concerns being raised by the CQC. As a result, some forward-thinking care home operators have begun their digital transformations by implementing cloud-based electronic care record software. This type of software has the ability to completely eliminate the need for paper, with all documents being completed digitally instead, often via an app on a mobile device or tablet. The information in these documents can then be saved automatically to a central reporting platform, that can be accessed instantly by all authorised members of staff, wherever they’re based. Modernising care home businesses by going paperless can have a host of wide-reaching benefits for all of those involved. Care workers For staff working on the front lines, outdated paper-based processes create an unnecessary administrative burden. Completing all paperwork by hand takes time, and each document must then be filed away carefully. In some cases, the information in this paperwork is also manually inputted into a digital database, taking up even more time and being open to errors. With digital alternatives, documents can be accessed much more easily and filled in much more quickly, with no need for any time to be spent on filing. Information can be recorded in real time as staff go about their duties, meaning that data held about residents is more likely to be complete and accurate. Where appropriate, certain sections can also be pre-populated to save time and unnecessary repetition. This means that care workers don’t have to worry about having to stay late after their shift to complete outstanding admin tasks, offering them a better work-life balance and giving them more time to concentrate on providing the best possible service to those in their care. Residential care home operators For care home operators, one of the main benefits is a significant reduction in operational costs. Relying on paper-based processes is expensive, with one study suggesting that it can cost even a very small business as much as £14,616 each year. Implementing a digital care record solution can greatly decrease ongoing expenses, by minimising or even eliminating the need for paper, printers and physical storage. One major problem caused by relying on paper-based processes is that it can be difficult to ensure the confidentiality of patient information. Digital solutions can allow management to set permissions dictating who has access to which levels of information saved on the system. For care homes that experience a high turnover of carers, or rely heavily on agency staff, this is an easy and effective way to protect patient confidentiality. It can also be extremely difficult to keep large amounts of paperwork organised. This makes it much more likely that important documents will be filed incorrectly or misplaced altogether. Missing paperwork puts patients at risk, and leaves care providers vulnerable to compliance issues which could negatively affect their CQC rating. Digital systems eliminate this issue, while also making it much easier for staff to interrogate previous reports and see any outstanding tasks. With this additional safety net, care home operators can feel confident that they are providing the best possible quality of care and meeting the CQC’s high standards. It’s clear that embracing digital transformation is a relatively simple way to overhaul a care business. Just by going paperless, it’s possible to improve working conditions for staff, reduce costs, and increase CQC compliance, making it worth serious consideration for care home operators looking to improve their excellent standards of care. For more information on Improving residential care through digital solutions, visit www.workmobileforms.com
Four Seasons collapse: What will happen to 17,000 care home residents?
The care home operator Four Seasons has gone into administration, leaving 17,000 residents and 20,000 staff under a cloud of uncertainty. The appointment of administrators by two of Four Seasons’ holding companies marks the biggest care home business collapse since 2011, when Southern Cross suffered the same fate. Cracks first showed at Four Seasons in 2015, when the company sold off property in a bid to avoid further financial difficulty. In 2016, credit rating agency Moody’s predicted the company would suffer from the National Living Wage introduction coupled with fall in funding from local authorities. Simon Bottery, Senior Fellow at The King’s Fund, said: “Today’s announcement will be worrying for the 17,000 Four Seasons residents and their families, though it is important to recognise there is no immediate threat to the operation of Four Seasons’ care homes. “The problems facing Four Seasons show the extreme pressure that the social care system in England is under. Despite recent moves to shore up social care providers, years of chronic underfunding have left services at crisis point. As the Competition and Markets Authority has identified, many care homes that rely on publicly-funded residents are now financially unsustainable. “It is not just care homes but the whole social care system which desperately needs reform. Successive administrations have promised to overhaul the system, yet two years after the government committed to publishing a social care green paper, it is yet to see the light of day.” What will happen to the residents? No plans have been made to move residents. The group’s medical director Dr Claire Royston commented: “Today’s news does not change the way we operate or how our homes are run or prompt any change for residents, families, employees and indeed suppliers. “It marks the latest stage in the group’s restructuring process and allows us to move ahead with an orderly, independent sales process.”
Hull care home closes as operator has CQC registration removed
A care home operator has had his Care Quality Commission (CQC) registration cancelled following a rating of “inadequate” in a recent inspection. The CQC took the action to cancel the registration of Mr Thurairatnam Nadarajah Prakash and he is now no longer legally allowed to provide care at his service Durham Care Homes in Hull, which has since ceased operation. The CQQ said in a statement: “The latest inspection, in February 2019, rated the service inadequate overall and it was placed into special measures. The inspection revealed a significant deterioration in the care being provided and inspectors began the process to take enforcement action. “Previously the service had been rated Requires Improvement in October 2017 and November 2018.” The latest inspection, a report on which can be found here, found that safeguarding policies and procedures were not being followed, and some residents’ nutritional and hydration needs had not been fully assessed and met. Staff skills, care of residents, staff interaction and the protection of privacy and dignity were also found to be sub-standard. The CQC added: “We received information from the local authority regarding an escalation of concerns about the service; they had been completing monitoring visits. We completed this inspection based on these concerns. At the time of the inspection, we were aware of incidents being investigated by another agency.” Durham Care Homes has since closed and the CQC added: “Shortly after the recent inspection the provider announced their intention to close the home. The decision to cancel the provider’s registration was completed on 25 April 2019, the provider did not appeal the decision. “Inspectors worked closely with Hull City Council who supported the safe relocation of the home’s 14 residents prior to CQC’s action and its closure.” A report on the latest CQC inspection at Hull Care Homes can be found here
Our Health Heroes Awards – 2019 nominations now open
Don’t miss your opportunity to nominate a Health Hero! Our Health Heroes, the national healthcare awards which celebrate individuals, teams and organisations within the healthcare and care and sectors, are returning for the fourth year and promise to be bigger and better than ever. Launched earlier this month at the annual UNISON Health Conference at Bournemouth International Centre, the Our Health Heroes awards will be delivered by Skills for Health and the National Skills Academy for Health with support from headline sponsor Health Education England. Nominations in eight categories, which recognise the contribution of healthcare workers from a range of facilities across the UK, including those working in the NHS, are being sought from healthcare professionals and members of the public via the dedicated Our Health Heroes webpage. During his presentation to UNISON members at the launch, Adam Causon, Executive Director of Skills for Health, said: “As patients, we remember the doctor who operated on us or the nurse who cared for us, but how many of us thank the healthcare assistants who were there to support us, the cleaner who kept the ward clean and safe, or the porter that kept our spirits up as they moved us round the hospital? “Many of you will know that, behind the scenes, there are thousands of people who work tirelessly to keep the system running smoothly, day after day. Without these people, the NHS couldn’t survive. These are the unsung heroes of the UK’s healthcare sector. “Our Health Heroes rewards those teams and individuals who go above and beyond their usual remit to deliver high-quality care to their patients and support to one another or their teams. If that sounds like someone you know, please make a nomination.” Since its creation in 2016, Our Health Heroes has recognised more than 90 regional and national winners from all four corners of the UK for their dedication to the care and well-being of patients, colleagues and other staff members. Thanks to the ongoing support of headline sponsor Health Education England and category sponsor UNISON, the awards have grown again for the fourth year and will now include the Outstanding Contribution Award and Learning and Development Project of the Year Award. The Apprentice; Workforce Planning Team; Integrated Team; and Clinical Support and Operational Services Support Workers of the Year categories will all return as usual. Healthcare staff from across the UK can be nominated by line managers and colleagues or members of the public via a simple form on the Skills for Health website. Entries will be shortlisted and regional winners and finalists will be chosen either by public vote or by an expert panel, before the winners are announced at the awards ceremony in November. Laura Roberts, Health Education England Director of Skills Development and Participation, said: “Apprentices together with all clinical and non-clinical support workers are a vital part of the healthcare workforce, which is why we are delighted to sponsor the Our Health Heroes again. “We are passionately committed to ensuring that we have a workforce which reflects the community it serves. “With a focus on diversity, inclusion and widening participation from disadvantaged or underrepresented groups, our Talent for Care framework supports employers with their workforce supply through programmes such as school’s engagement, volunteering, work experience, pre-employment activity, apprenticeships and access to higher education and registered professions. “Apprenticeships are a key priority for us and we continue to work with employers, government bodies and trade unions to continue the progression of this important agenda in the NHS.” The deadline for nominating someone for the awards is midnight on Saturday 29th June and the ceremony will take place on Wednesday 20th November 2019 at London’s Science Museum. To make a nomination visit www.skillsforhealth.org.uk/ohh
Healthcare insurance options: are you covered?
by Care & Nursing Essentials editor Victoria Galligan Healthcare professionals must be protected against a range of legal challenges – from slander and libel to workplace injury claims. Here, we take a look at some of the different types of insurance on offer and the companies which can help you gain peace of mind: 1. Medical malpractice, professional indemnity and public liability Medical malpractice and professional indemnity both cover you if a compensation claim is made against you. Public liability insurance covers a lot of compensation claims, but claims arising from professional activities are generally not covered by public liability alone. Insurewithcare’s Combined Liability Section policy includes: “Employers liability, public liability and products liability cover, a meaningful medical malpractice extension and cover specifically in respect of claims for actual or alleged abuse.” See insurewithcare.co.uk 2. Employers’ Liability Taking care of the health and wellbeing of your employees is paramount, and this insurance policy should include loss or injury for all staff – including volunteers. Covering compensation claims and usually bought with other types of business insurance, employers’ liability is a must for any care provider where the risk of injury – particularly through moving and handling – is a concern. AXA offers up to £10million protection for legal costs and compensation due. Constructaquote.com brings together insurance products which are relevant to care homes, so they can arrange employers’ liability and all the other commercial policies they require in one place. 3. Domiciliary care insurance Can cover staff care both in house and in clients’ homes. Many insurance companies will offer a discount for UKHCA members. Some risks which care homes should be insured for include medical malpractice, public liability and infectious diseases. Get a quote online: Bollington.com is highly rated by customers. 4. Talking therapies insurance Covering telephone and Skype calls, generally for counsellors, this insurance allows you to work with clients globally (as long as you are based in the UK). Some policies will include professional indemnity and cover defamation, training and legal assistance to defend a claim. From £35 a year with Towergate Insurance. 5. Complementary therapy insurance For practitioners of complementary therapists from acupuncture to massage, this cover could include working abroad if, for example, you work in the hospitality industry. A good policy will ensure you have liability protection for yourself, any staff and the products which you use. From £17.99 with PolicyBee See related articles on healthcare insurance on Care & Nursing Essentials.
Busting the myths around the DBS check
As most people working within the care industry will know, all staff in care homes, hospitals and working as care providers in someone else’s home are subject to a DBS (Disclosure & Barring Service) check. Employers can encounter staffing problems if DBS checks aren’t done quickly and efficiently. Here, Care & Nursing Essentials editor Victoria Galligan busts some of the myths regarding DBS checks and explores what a DBS check actually is, who needs one and how to avoid costly delays when applying… There is only one level of DBS check for care workers Yes – for general employees in England and Wales there are three levels of DBS check – Basic, Standard and Enhanced. However, an Enhanced with DBS Barred List check is required for all staff carrying out “regulated activity” who work with vulnerable adults who fall into the definition of adults set out in section 59 of the Safeguarding Vulnerable Groups Act 2006 (before it was amended by the PoFA). Not all elderly people are classed as vulnerable adults True – but those requiring care are. The DBS clarify what a vulnerable adult is on their website, and the term ‘vulnerable adult’ was amended after it was felt to be inappropriate to label an adult as vulnerable solely due to their circumstances, age or disability. It states that, in general terms, a person aged 18 or over is classed as vulnerable when they are receiving one of the following services: All care work is classed as regulated activity True. Regulated activity – which a barred person is prohibited from doing – is clarified by the Department of Health document Regulated Activity (Adults) and there are six categories within the new definition of regulated activity which are listed above. There are similar rules concerning care employees working with children and the government document Regulated Activity in Relation to Children: Scope clarifies what is considered regulated activity which a barred person must not do. This is important to check, as regulated activity does not cover certain activity if it is supervised by another adult. But generally, all forms of health care relating to physical or mental health – including palliative care and procedures similar to medical or surgical care, advice or guidance provided for children relating to their physical, emotional or educational well-being and personal care cannot be carried out by someone on the barred list. If someone only works with vulnerable adults occasionally, it’s not regulated activity False: the Department of Health states: “There is no longer a requirement for a person to carry out the activities a certain number of times before they are engaging in regulated activity. Any time a person engages in the activities [listed above], they are engaging in regulated activity.” Staff such as porters and cleaners don’t need a DBS check It depends – any member of staff who carries out regulated activity with vulnerable adults needs an Enhanced DBS check. The DBS checking service check.co.uk clarifies: “This includes porters who transport patients around a hospital, as ‘conveying’ those who are receiving healthcare is listed as part of the definition of regulated activity.” However, people working for care homes who have access to care facilities but do not carry out a regulated activity – in roles such as food, cleaning, office work or maintenance – will likely be eligible for a Standard DBS check. Volunteers don’t need a DBS check Wrong – volunteers are under the same rules as paid workers but they can apply for a DBS check free of charge. The DBS checking service CRBS says of Enhanced DBS checks: “This level of check is only available to request on behalf of applicants who are working or volunteering in certain roles. For Enhanced DBS checks, this typically includes those interacting with children or vulnerable adults.” Employers have to pay for staff members’ DBS checks Not necessarily – it’s up to the employer whether or not to foot the bill. One DBS advisory service, clear check.co.uk. states: “There is no law which states that employers should be the ones who cover the cost of having a DBS check done, it’s just good practice for the employer to shoulder the cost. Not all employers take this approach though, and some may ask employees to stump up the cash themselves. For people who move jobs regularly of have more than one employer might then find themselves quite out of pocket, so if applying for a job which requires DBS checks it is worth enquiring about the process at the interview stage.” The answer to this may be to take out an Enhanced with DBS Barred List check, which costs £44, and pay the extra £13 to be added to the Update Service. This £13 is a yearly fee which will allow the applicant to make changes, and for the employer to make a status check of the certificate to see if changes have been made. And remember, with NHS staff complaining in the media recently that they are having to pay their own fees in some roles, employers have the opportunity to show how much the employee is valued by covering the cost. Employees can transfer their DBS check from job to job Possibly. If employees opt to be added to the Update Service, a new DBS check is not necessarily required for each place they work in – it’s up to the new employer. The Update Service website says employees will only need a new DBS check if: Employees can process a DBS check themselves Not for an Enhanced or Standard DBS check – they can only be done via the employer, who must use an “umbrella body” company to process the applications. They umbrella body can help avoid mistakes and omissions and generally speed up the time taken from application to receipt of the DBS certificate. And remember checks should be done on a regular basis to ensure they are still current – another reason to opt for the Update Service which will list new criminal convictions. The
Flexible Caring: The Need for Change
Christian Brøndum is the CEO of Planday, a start-up that provides workforce management software to businesses working across all sectors including both hospitality and care homes. Here, he tells Care & Nursing Essentials about how software can aid flexible caring and help deal with the challenges of retaining staff… Recently, Carers UK announced the results of a report which found that over 600 people quit their job every day to prioritise caring for older and disabled relatives. Anyone working in the care sector will be familiar with the unique stresses of caring for an elderly or disabled person. Perhaps even more stressful is the fact that often, employers fail to provide the flexibility necessary for workers to keep their jobs whilst caring for their loved ones. Whether you work in the care sector or find yourself struggling to care for relatives whilst working, the need for flexibility is a pressing issue. Care work was found to be the most stressful profession in a recent survey; respondents cited the workload in the industry, having to cope with tight deadlines and the potential impact of making a mistake as their reasons for feeling stressed. Alongside this, 47.4% of respondents mentioned that work-related stress impacts their lives outside of work, highlighting the need for a refreshed look at work-life balance in the industry. A new perspective is needed to revitalise the motivation and culture of the sector. New resources brought about by technological advances can help care homes deal with these particular challenges. The arrival of the cloud, for example, has encouraged businesses across all industries to provide online and mobile platforms which redirect more control over scheduling back to employees. The sophisticated technology helps with increasing contact with employers, speeding processes to ensure deadlines are more achievable, and helping teams to communicate more easily to avoid mistakes. A ‘personal’ management style is not always enough when dealing with teams with varied skills across multiple sites. Digitalizing your management approach reduces the amount of time spent on traditionally manual processes and lowers frustration amongst employees, meaning that retaining those employees becomes much easier. With a 2018 Skills for Care report finding that employee turnover rate in adult social care is 30.7% (equivalent to around 390,000 leavers in the past 12 months), there’s a considerable need for an improved focus on retention. An online platform for workforce management means that problems are flagged and dealt with before they cause any complications. Mistakes are fewer and both patients and employees benefit from a more open and efficient process. The trend for flexible working is increasingly being adopted in other sectors and has the potential to go beyond being merely a trend and become the norm. All workplaces can make small changes to put welfare at the core of their management style, and help to have happier, more effective employees. For more information on flexible caring, see the Planday website.
