When we talk about ISO 45001, the conversation often centres around hazard identification, risk assessments, and compliance checklists. With the addition of ISO 45003 to the family, we can now truly tackle Psychological Health and Safety, as well as psychosocial risks in the workplace.
As a manager who’s deeply invested in both standards and people and has personal experience of struggling with home and work-life balance in the past, I’ve come to realise that one of the most powerful tools in our standards toolkit isn’t a form or a procedure—it’s how we support our employees.
Organisations today have access to a wide range of tools and initiatives designed to support employee well-being. From mental health resources to flexible working policies, these measures play a vital role in creating a safe and healthy workplace. But sometimes, the most meaningful impact comes from addressing specific needs with tailored solutions.
Why Employee Support Matters in ISO 45001 & 45003
Whilst ISO 45001 supports physical safety, the addition of 45003 enables us to create a workplace that protects and promotes the overall well-being of employees. That includes mental health, emotional resilience, and work-life balance. And that’s where employee support initiatives come into play.
These initiatives strengthen standards compliance in several meaningful ways. Some benefits are immediate and visible—like offering mental health resources through Employee Assistance Programmes, which help employees manage stress and emotional challenges. Wellness initiatives, such as fitness and nutrition programmes, also contribute by promoting healthier lifestyles and reducing absenteeism. Flexible work arrangements, too, allow employees to better manage their time and energy, helping them arrive at work less stressed and more focused.
At the same time, these initiatives help address deeper, less visible risks that can impact psychological safety. Supporting employees in managing work-related stress and improving work-life balance contributes to a more supportive and resilient workplace culture. These efforts align closely with ISO 45003’s emphasis on identifying and mitigating psychosocial risks—an area that’s increasingly recognised as essential to occupational health and safety.
A Real-World Example: Jam Up! Employee Benefits Tool
One standout example of this kind of support in action is the Jam Up! Employee Benefits tool. It’s more than just a platform—it’s a thoughtfully designed resource for employees facing unique challenges at home.
Take, for instance, parents of autistic children. Getting to work on time can be a daily struggle—not because of a lack of commitment, but because of the time, patience, and emotional energy required to support their child through morning routines. For many, the pressure becomes so overwhelming that they’re forced to give up work altogether. Jam Up! recognises these challenges and offers tailored support from people who’ve been there themselves.
“As the parent of a child with autism, I found it hard to admit how difficult it is to cope with the simplest of things in daily life. I wanted to support my son to be more independent and find a way to make things far more enjoyable, easier and fun!” – Rachael, Jam Up! Founder www.jamup.io
My personal experience of balancing home life demands and work requirements meant I actively sought a role with a compassionate, kind and caring company, one that recognised the importance of family life. Not everyone is fortunate to land in that role. However, The Jam Up! Employee Benefits Tool is designed to allow businesses of all sizes to support their employees with just that—it helps them show up calm, supported, and ready. By engaging with companies such as Jam Up! to support your employees, you send a powerful message: We see you. We support you. We want you to succeed.
Final Thoughts
As a Business Improvement Manager, I’ve seen first-hand how these initiatives can transform a workplace. ISO standards give us the framework, but it’s our commitment to people that bring it to life. Let’s continue to support our teams, not just because we have to, but because it’s the right thing to do.
