Osborne Clarke launches wellbeing at work strategy

Law firm Osborne Clarke has introduced a wellbeing at work strategy to identify and tackle work-related causes of poor mental wellbeing.

The firm is creating a buddy system for staff returning from time out of the business, reviewing its paid-for wellbeing benefits, services and products for effectiveness, strategic alignment and value for money, and has started recruiting for a dedicated wellbeing strategy delivery lead.

The business is also piloting a safety net forum to provide targeted expertise, direction and guidance to line managers and develop a clear framework for managers, linked to its people philosophy.

According to Osborne Clarke, the strategy was aligned to the ISO45003 standard on psychological health and safety at work, as well as the Health and Safety Executive (HSE) Management Standards. It was centred around mental, physical, financial and social and cultural wellbeing pillars to enable stronger employee performance.

In addition, in order to recognise Mental Health Awareness Week, Osborne Clarke developed a theme for each day aligning to the charity Mind’s five ways to wellbeing and alleviating anxiety. Its Pride and Mind and Body Networks will also host a panel discussion on discrimination, mental health and the LGBTQ+ community with charity London Friend.

Liz Lovell, head of HR at Osborne Clarke, said: “It’s our aim to be a firm where positive wellbeing is the foundation for strong performance. We want to ensure our people feel they belong, understand expectations, can be happy and healthy, and are able to achieve great things for their careers, our clients and our business.”

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Bola Gibson, head of inclusion and corporate responsibility at Osborne Clarke, added: “We will continue to improve our activities across all four areas of wellbeing, however the focus of our action plan is mainly on operational changes and improved people management to support mental wellbeing.

“Through these changes, we’re aiming to support people to feel in control of their finances; encourage and create opportunities to have a healthy lifestyle; embed a culture where people feel valued and a sense of belonging; and develop a working environment where good mental health is the foundation for strong performance.”