One year on from the Hendry Review, Wales still has no firm answers on the planned tidal lagoon development which promises to bring over 2000 jobs to Wales.

The project was cited in the UK government’s 2014 National Infrastructure Plan and received planning permission back in 2015.  However, there has been little progress since and the Government have failed to respond to recommendations within the review.

Back in October, Gower MP Tonia Antoniazzi tried to pressure Prime Minister Teresa May into giving Wales a date for a decision on the zero-carbon tidal lagoon scheme, but May blamed the delay on ‘complex issues’ and refused to be drawn any further on the subject.  Later, in November, over 100 Welsh Businesses joined forces to champion the project, and in December 2017, the developer said it remained optimistic of the lagoon being approved in the near future despite reports to the contrary.

If the development goes ahead, the lagoon promises to supply power to 155,000 homes and sustain around 2,232 construction and manufacturing jobs.

However, a former chief strategist to Theresa May, Chris Wilkins, told Wales Online  last month that senior figures in Whitehall are heavily opposed to the project.

So what IS happening with the tidal lagoon?  Currently, those in the know don’t seem willing to share, and FSB Wales, who represent small businesses in Wales, say it’s time for some serious answers.

Janet Jones, FSB Wales Policy Chair, said:

“The uncertainty surrounding this project must be tackled as early as possible in 2018. It is disappointing that a year on, we are still waiting on a decision from UK Government on this crucial project.

“We have welcomed moves from UK Government this week to cut the Severn Bridge tolls ahead of scrapping them all together, and their ambition that this should bring investment to South Wales. However, that ambition should not stop at this development, and there should be equal enthusiasm for the potential of the Tidal Lagoon.

“The Tidal Lagoon has universal business support, made an early commitment to a localised supply chain, and has regenerative potential for the region. At a time of declining business confidence in Wales, giving a clear and positive answer on the Tidal Lagoon will send an encouraging message to South West Wales.

“Businesses in Wales have been waiting on this decision from UK Government for a year, and it is time that they are given one.”

Based on over 9,000 patient records collected over the last five years, RedArc Nurses has identified that those individuals who are diagnosed with cancer usually need significantly more support and care than those with other conditions. The company believes that collectively everyone involved in supporting cancer patients and survivors needs to ensure that strategies are put in place to ensure a good quality of life and mental wellbeing during treatment and far beyond.

RedArc statistics show that on average:
• the company supports a cancer patient for 234 days, but the average duration for other conditions is 204 days, 15 per cent of extra time for cancer patients
• Similarly, 20 per cent of cancer support cases last for over 12 months, vs. 16 per cent for other conditions

Christine Husbands, managing director for RedArc says:

“Even after an ‘all clear’, many patients still feel that cancer has control of their lives. That could be due to physical changes related to the disease, or because the burden of living with cancer creates new mental health problems such as anxiety, stress or depression.

“We know the NHS does a fantastic job in diagnosing and treating the disease – just last week, the latest figures from the Office of National Statistics revealed that 828* cases are diagnosed in England every day – but oncologist teams rightly focus on the primary illness and are often too pressured in terms of time and resources to provide very much additional support. In reality, often the secondary issues don’t actually rear their head until the individual has been discharged from their initial treatment.”

Importance of variety of support
For some, having a medically trained individual to provide emotional support throughout their cancer journey is hugely beneficial as they may feel unable or unwilling to discuss issues with close family and friends.

However, sometimes talking is not enough, and therefore RedArc also provides a number of additional third-party services that they organise for their patients when other more specific support is required. This increasingly includes things such as:
• Nutritional advice
• Reiki
• Osteopathy
• Acupuncture
• Psychotherapy
• Hydrotherapy
• Physiotherapy

Insurers need to assess provision
Both individuals and employers are now aware that cancer support is available via Private Medical Insurance, Group Risk or Employee Assistance Programmes (EAP) but the choice is no longer a binary one – to have or not to have. As those in the market for a new policy become better informed, they will be more likely to investigate the specific breadth and depth of support available and use that to help inform their buying decisions.

Employers need to consider implications beyond the individual employee
With insurers providing varying levels of cancer support, employers should seek out a policy that not only helps their employee at an individual level, but also for their business, for instance some provide training for the organisation too. This can help the individual’s line manager, their team and the HR department be better equipped to deal with the illness of a colleague and facilitating a smooth return to work.

Christine Husbands concluded:

“World Cancer Day’s tagline for this year is ‘We can. I can.’ promoting the fact that all people have the power to take various actions to reduce the impact that cancer has on individuals, families, businesses and communities. It is a very apt day for everyone involved in supporting cancer patients to reflect on what else we could all be doing in the fight against the disease.”

Research revealed today by Group Risk Development (GRiD) shows that cancer and other acute medical conditions account for nearly one in five (19 per cent) long-term absences among employers. Indeed, cancer is the main cause of claim across all group risk products (employer-sponsored life assurance, income protection and critical illness benefits). Yet employers are often surprised at the support that is offered routinely by group risk providers to help both their employees and them when staff are diagnosed with cancer.

Support for employees
When employers implement group risk protection benefits for their staff they may do so with the primary aim of providing a financial benefit. But the benefit today goes far beyond that. Support is holistic, tailored uniquely for the individual and is designed to support the employee at every stage.

It can include financial help, rehabilitation support, physiotherapy, occupational health, counselling and sign-posting to specialist charities. Support is both practical and emotional, it starts at diagnosis and continues during treatment and beyond.

Support for employers
It is recognised that employers have a crucial role to play when an employee receives a cancer diagnosis, and so they are also given access to specialist support. Providers can give guidance on how to comply with the Equality Act, how to discuss a return to work, what outcomes to expect, and how to support other members of the team.

One of the most valued benefits that providers can assist with is communication between employers and their staff. Many employers and line managers are unsure how to start a conversation with someone who’s been diagnosed with cancer. Employees too can be wary about how to talk to their employer.

Many group risk providers are happy to talk directly to line managers to help them understand how best to support their employees. They can also give guidance directly to colleagues on what to expect and how to adjust. Employees are at the heart of the conversation and providers can give them the tools to discuss their situation.

Katharine Moxham, spokesperson for GRiD said,

‘Every single situation is unique. Each individual will need different support, from physical adjustments in the workplace to facilitate a managed return to work, to psychological support to deal with side-effects of treatment, through to education to understand a diagnosis. Providers have specialist teams that deal with every aspect of managing cancer: financial, physical and emotional.

‘The group risk industry’s support for cancer is excellent, and that’s at every stage: diagnosis, treatment, post-treatment and sadly also in helping people deal with a terminal diagnosis and helping those left behind. Employers that want to fulfil their duty of care towards their employees will do well to look at offering group risk protection benefits. Those that already do, need to know the support is very much for them as well as their people.’

World Cancer Day takes place on the 4 February 2018, uniting the world in the fight against cancer. The aim of the day is to raise awareness and education about the disease, pressing governments and individuals to take action. With routine eyecare being able to help with the early detection of various cancers, Specsavers Corporate Eyecare believes the employer too has an important role to play.

Routine eye tests can detect signs of many conditions, including some cancers, diabetes and heart disease. Many diseases can often begin without obvious symptoms, yet they may be detected by a simple and non-invasive eye test. The early detection of a cancer or other serious illness could be, quite literally, life-saving.

Dr Nigel Best, clinical expert at Specsavers Corporate Eyecare, explains:

‘Ocular melanoma, a cancer that can develop in the pigmentation cells in the eye, can be detected through an eye examination, as can some skin cancers. Changes in the retina may indicate leukaemia, and changes to the field of vision can signal the possibility of a brain tumour. A change in the structure of the eye may be an indicator of an underlying problem, and the optometrist would refer the patient to a specialist.’

The vast majority of employees are entitled to eyecare provided by the company. This includes all ‘screen users’ and those who drive in the course of their work. On World Cancer Day, Specsavers Corporate Eyecare is calling for employers to review their eyecare policy and, where possible, to include all employees in a blanket scheme which are available at low cost.

Currently, 8.8 million people die from cancer each year and 4 million people die prematurely, between the ages of 30 and 69, so any screening that’s offered in the workplace can be a great support in the fight against cancer.

‘World Cancer Day is all about taking action,’ said Jim Lythgow, director of strategic alliances at Specsavers Corporate Eyecare. ‘Employers are in a good position to implement a policy that could have a very real effect on the quality of people’s lives. We want to do our bit too and we are here to provide guidance and support to any employer interested in instigating or enhancing eyecare provision.’

For more information on World Cancer Day, visit www.worldcancerday.org. For more information on eyecare in the workplace, visit www.specsavers.co.uk/corporate.

As cancer diagnoses continue to rise, and survival rates also increase, the breadth of support within employee benefits available to those diagnosed has significantly improved.   Modern corporate insurers are acutely aware of this and have become very adept at looking after cancer patients – and for their dependents too.

However, employers often don’t check the small print and wealth of support available, which means staff and employers both lose out on a vital, valuable benefit that the employer is often already paying for.

The Health Insurance Group wants to see much better utilisation of cancer support benefits in the workplace and is using World Cancer Day as a reminder to employers to check what cancer benefits their staff could access as part of their current provisions.

What’s usually available within existing packages?
A wealth of practical and emotional support is available within private medical insurance (PMI), employee assistance programmes (EAPs), group protection (employer sponsored income protection, critical illness, life assurance) and financial wellbeing and education programmes.

Case management
Individuals who have to make a claim for cancer are routinely given a dedicated case manager who will be their regular point of contact for all aspects of their claim. They can offer advice and support on all areas of their care and make it as easy as possible to access treatment and the benefits available to them.

Mental health
Dedicated cancer support helplines can be provided that give access to chemotherapy nurses and counselling with professionals who specialise in supporting people with cancer.

Post-treatment
It is now more widely recognised that the mental and emotional toll of cancer diagnosis and treatment can be heavy and last long beyond the conclusion of treatment. Some providers will offer support after treatment has ceased.

Dependants
The one diagnosed is not the only one affected. Support can also be extended to family members who might have questions and concerns with which they don’t want to burden the primary patient.

Finances
Cancer can also have a financial impact, such as loss of earnings, increased bills (e.g. increased heating needed for patients convalescing at home) and altered childcare arrangements. Help with managing finances can be offered which eases this burden.

All benefits are not the same, and it’s important that employers know what’s on offer when they make their purchasing decisions.

Brett Hill, managing director for The Health Insurance Group says:

‘Many insurers have worked hard at developing excellent support that goes far beyond simply funding treatment. They have the infrastructure and ability to support both the physical and emotional wellbeing of cancer patients, as well as others affected.

‘We all work in a price-conscious environment, and when employers ask about cost, what they’re really asking about is value. Employers that utilise their benefits are the ones that get the most value. Not just in terms of the benefit itself, but in increased loyalty, engagement and productivity.

‘As employers extend their benefits to encompass a more holistic approach to health and wellbeing, it’s imperative that they know what’s available when they purchase employee benefits, that they let their staff know it’s there for them, and, most importantly, encourage them to utilise it.

Bridgend-based software provider AgentPro, who make specialist software for estate agents and lettings companies, are celebrating after the market leader in property repair and maintenance software, Fixflo, cited them among the best estate agent software providers in the UK.

The company recently celebrated their 10th anniversary and have seen enquiries double and a substantial increase in revenue over recent months, with new jobs being created and exciting new developments in the pipeline.

Fixflo explained their reason to include AgentPro in their prestigious list:

“AgentPro helps property professionals to manage issues with ease. From processing properties from valuation to completion to looking after all aspects of property maintenance, this clever all-in-one software monitors all aspects of a lettings and estate agency; in one efficient place.”

Gareth John, Managing Director of AgentPro said:

“We were delighted with the inclusion. Fixflo are a trusted brand in the industry.  We work with them alongside many other estate agent software providers, so to be recognised by them as one of the best providers in the UK is really encouraging.  2017 was an incredible year for AgentPro, and 2018 is already very promising.  With lots of new software features already in development and testing, which are set to revolutionise the way estate agents work, we’re expecting 2018 to be our best year yet.”

The Welsh government has announced plans to support young welsh farmers with a new scheme designed to develop leadership skills and breathe fresh air into the Welsh agricultural industry.

At present, research shows an ageing agricultural workforce – the average owner of a farm holding in Wales is over 60 years old and just 3% are under 35.

The government has made £6m available to fund the Young People into Agriculture scheme, which alongside the opportunity to benefit from start up grants, aims to help young farmers develop their leadership skills and prepare their businesses for life outside of the EU.

Applications for grants will open in April and will be awarded to “high achieving individuals looking to establish a new business or to develop an existing one”.  The Grants are open to entrepreneurs under 40 years on 1 April who are looking to establish a new business or develop an existing one, and applicants will be required to demonstrate their ability to lead a dynamic business and drive change in the agricultural industry.

Funds can be used as working capital and will be paid in three instalments up until 31 March 2020, and after initial scoring against agreed criteria, applicants will need to meet agreed key performance indicators (KPIs).

Alongside the new scheme, the Welsh Government also announced a new forum which would give young welsh farmers direct access to the Government Ministers responsible for making policy decisions in Wales.

The scheme and forum were announced at the Farmers’ Union of Wales (FUW) annual farmhouse breakfast in Cardiff Bay.

Rural Affairs Secretary Lesley Griffiths explained that supporting young farmers has to be a key priority for the Welsh Government.  She said:

“We need to be prepared for the challenges as we transition from the EU.  The impact on our farmers is likely to be greater than for many other sectors.  We must do all we can to build resilience and ensure we create an environment where business can prosper and individuals develop to become leaders of the industry.”

Glyn Roberts, FUW president, welcomed the announcement, saying:

“We need youngsters – they bring innovation, new ideas and energy into the industry – and in the context of Brexit and the changes to come, it is the younger generation that will be more willing to change and look at the opportunities.”

Swansea Agricultural Valuer, Dylan Williams of Rees Richards, Swansea said the news would give welsh farming a fantastic advantage beyond Brexit:

“Like most within the farming community, we really welcome the new initiatives, particularly for start-ups in what is an ageing industry.  Although there are a number of opportunities available across Wales, the reason we see so few young people creating new agricultural businesses is largely down to the start-up costs.  We have a number of agricultural premises for sale, but for a farm worker who in some instances are on minimum wage, finding premises and obtaining funding for even a modest holding are major hurdles.  This means many talented young farmers leave the industry in search of higher wages – and their entrepreneurial skills go with them.  The new scheme will support the brightest and best young talent in the industry and will hopefully give Welsh farming a fantastic advantage beyond Brexit.”

The shortlist for the FSB Wales’ ‘Celebrating Small Business Awards 2018’ competition has been announced with firms across Wales competing for the awards at this years’ ceremony.

The finals of the FSB Wales contest will be held on February 6 in Cardiff at an event aimed at being a celebration of the thousands of small businesses that play such a vital part in making Wales such a vibrant place to live, work, study and visit.

The full shortlist for the Wales FSB Celebrating Small Business Awards 2018 is:

Janet Jones, FSB Wales Policy Unit Chair, said:

“I’m thrilled to see the sheer excellence and diversity in the pool of finalists for the FSB Awards.  Small businesses are an integral part of communities across Wales. Small businesses hire local staff, spend their money locally and are the reason that we can be so proud of Wales’ vibrant business culture.  I look forward to celebrating the contribution of these fantastic businesses with our finalists and winners on 6^th February.”

The FSB Celebrating Small Business Awards recognise and celebrate the most outstanding smaller businesses, a sector that makes an overwhelming contribution to Wales’ economy and culture.

Tickets for the Wales final, held at Holland House Hotel in Cardiff on Tuesday, February 6, can be purchased by registering on www.fsbawards.co.uk

As ‘flu cases are rising in the UK, employers and their staff could seek protection from a surprising source.

Humidification specialist, Condair, the world’s leading specialist in humidification and evaporative cooling, is launching a “Humidity Fights Flu” campaign to promote awareness that an indoor humidity level of 40-60%RH is very beneficial in combating airborne influenza infections.

Tim Scott, head of sales at Condair plc, comments,

“There is overwhelming scientific evidence that person-to-person airborne flu infections are reduced when indoor humidity is maintained at 40-60%RH. Yet there is still no legislative requirement for public places or healthcare facilities to manage their humidity levels appropriately and take advantage of this effective weapon in the fight against seasonal flu.”

Tim continues:

“The building services sector should not just accept this as an inevitable blight on our society every winter and ought to be doing more to address the spread of seasonal influenza through humidity control. Without humidification most indoor environments will drop below 40%RH for a substantial duration during the winter. It is in this dry danger zone that infectious airborne flu germs survive for many hours. It has been proven that maintaining a room’s air at above 40%RH results in the airborne flu virus becoming deactivated five times faster, which results in a significant reduction in cross-infections, less absenteeism and improved occupant health.”

As part of its Humidity Fights Flu campaign, Condair has published the summaries of 24 scientific studies on its website, which show the effect humidity has on health. The research on www.condair.co.uk/fighting-flu shows three humidity-related processes that inhibit the spread of airborne respiratory infections.

• Firstly, when an infected person breathes, sneezes or coughs-out infectious particles, fewer of them remain airborne if the air is above 40%RH.
• Secondly, at 40-60%RH those remaining infectious airborne germs are rapidly deactivated due to chemical reactions with the salts and proteins contained within their host airborne droplet.
• Lastly, the studies show that our respiratory system’s defence against airborne infection operates significantly better at between 40-60%RH.

Seasonal flu peaks when indoor humidity levels are at their lowest. Indoor environments where people are forced together for prolonged periods, like schools and educational establishments, offices and healthcare facilities are core battlegrounds in the spread of seasonal infections. This is particularly true of hospitals and GP surgeries where infected individuals are brought into close proximity with susceptible individuals.

A sharp rise in the cases of flu seen by GPs across England in the early weeks of 2018 suggest it could be the worst flu season for seven years. Nearly 22,000 people went to their GP with flu in the first week of 2018, according to the Royal College of GPs, and around 5,000 people were admitted to hospital, based on Public Health England figures for 22 out of 137 trusts. Similar trends have been seen in Scotland and Wales, with just over half of circulating strains believed to be the H3N2 strain known as “Aussie flu”, after problems the virus caused in Australia’s last winter.

Tim Scott, continues,

“Even putting aside the building services sector’s moral obligation to protect the health of its buildings’ occupants, humidity control for health makes obvious financial sense. Staff costs typically account for 90% of business expenditure and respiratory infections are the primary cause of short term absenteeism. Combine this cost to the business economy with the financial burden seasonal flu has on our health service and the cost of humidity control as a preventative measure in offices, educational and healthcare facilities pales into insignificance.”

Alongside the promotion of the scientific research, Condair’s Humidity Fights Flu campaign will see free desktop hygrometers being offered (via www.condair.co.uk/fighting-flu) to people working in offices, education and healthcare, so that they can monitor their indoor humidity levels and report their results to Condair. A similar recent survey of over 290 building services’ consultant and contractor offices across the UK and Ireland, carried out by Condair in 2017, saw that some offices were as low as 20%RH. The average office humidity of those charged with maintaining the nation’s indoor environment was just 38%RH, which is below its own minimum recommended level of 40%RH.

Young Carers’ Awareness Day (on 25 January this year) marks a day when this often forgotten group get recognition, but RedArc wants employers and insurers to ensure they are not overlooked once they reach the workplace.

Young carers can have roles throughout the workplace, including apprenticeships, traineeships or full time employment. Having supported employed carers for over two decades, RedArc knows that they need very specific help to take account of their mental as well as their physical health.

Christine Husbands, managing director, RedArc says: “Typically, this group will have specific issues for which they will need support if they are to remain in employment. In particular, those who have been carers for some of their childhood and teen years may be more affected than those who have taken on caring responsibilities when older.

“Importantly, there are great support services available now, and so there is no need for employers to have any concerns about employing this group. In fact, as a whole, they tend to be mature beyond their years, have some really useful skill sets, such as interpersonal skills and organisational abilities that may not be present in other young employees, and from which many organisations could benefit.”

However, if left unchecked, young carers may develop the following issues:
• Feeling isolated and withdrawn
• Anxiety and depression
• Fatigue
• Low confidence and self-esteem
• Lack of social skills (especially if they had a caring role throughout their teens)
• Propensity for absence due to their own ill-health or loved one’s illness

Husbands continued: “Having so much responsibility from a young age may make young carers less inclined to seek support – simply from a time constraint point of view and also because they don’t know any different – this is their norm.

“We’d like to see more insurers enhance their policies to support carers, and for employers to offer more support – either directly or via protection products such as Group Risk and Employee Assistance Programmes (EAPs). With such a heavy burden, young carers are particularly susceptible to mental health issues, and getting early intervention can be vital here – both for the carer and for the individual being cared for.”

For example, an EAP or insurance product with carer-specific support might offer the following – (even when no claim has been made):

• Confidential telephone support – someone that the young carer can trust
• Training and support for the employer on caring issues and for line managers
• Support in how to access additional training that might be needed – especially if the carer missed out on a their education e.g. literacy, social skills
• Assistance to navigate the NHS, social services and charities/support groups
• Advice on how to discuss needing time off work to attend medical appointments with a loved one
• Advice on home adaptations and technology for independent living for their loved one
• Financial support for personal development e.g. professional qualifications, home study
• Legal support

Husbands concluded: “Caring can lead to poverty if an individual has to give up work, but helping someone stay in employment is not only good for their financial wellbeing it also provides a crucial break from their care-giving responsibilities. Employers who support young carers at difficult times often find themselves repaid with years of commitment and dedication, and with more support available than ever, it is becoming increasingly easy to welcome carers in to the workplace.”