Growing numbers of organisations and institutions recognise the many incentives to invest in employee health
We bring fully qualified and insured instructors to your place of work, at your convenience
Yoga or meditation classes of 45 or 60 minutes duration available morning, lunch or early evening. From £7 per person in Greater Manchester
Absolute beginners can experiEnce the benefits
WORKPLACE yoga / meditation Pricing
45 min per person - £7 - minimum group rate £50
60 min per person - £9 - minimum group rate £60
These costs are for micro companies and SME's, corporate prices are a flat fee of £100 per individual session with group block booking savings available under contract.
Please get in touch for full info on our price packages, thank you.
Identifying a time slot suitable for practice will come from what you want achieve from offering workplace yoga. Multiple classes a week are encouraged in a time most suitable for best results. For instance morning / lunchtime classes can focus on energising for the day ahead & evening sessions help staff unwind, leaving work more content
We recommend a spacious private space, enough for roughly 1x3 square metres per student, with a controllable climate set to comfortable room temperature. Mats can be provided and people are encouraged to bring their own. Appropriate clothing for yoga is light and stretchy and at least an hour and a half should pass after meals
Our programs can be booked any time of the day to suit you. We choose the appropriate program for you which always focusses on releasing tension acquired in repetitive working positions, (often lower back/shoulders), helping to improve posture, mental and physcial balance and mobilising and protecting carpel tunnel and wrists to alleviate extensive keyboard and mouse use
Commitment from Staff
If the program initiated by management rather than staff we encourage a consultation before commencing classes. This is important to both assure staff that their health is the main concern and that attendance is voluntary. It will also ensure those who participate will be more likely to feel appropriately benefitted, also that the appropriate practice space/facilities can be agreed upon
Upon commencing the program we provide the option for a brief review/ feedback process to track benefit to staff during the program. This would be voluntary but can come with an incentive in the form of a free class/ certificate at end of the course. This can be as extensively covered at the choosing of both staff and employer and can be complementary to or in addition to any current HR staff engagement program. It is recommended as a way to highlight how the benefits of the program are being felt over the course of the investment. Talk to us about this option when booking
Health and Safety All our teachers are fully qualified, insured and police checked and a full risk assessment can be provided on request. We require all participants, or their legal guardian to sign a disclaimer. For more details about our Corporate Yoga Classes, contact us today
....the need for improved overall health
Satisfaction with health has fallen
The proportion of people aged 16 and over in the UK who were somewhat, mostly or completely satisfied with their health was lower in the financial year ending 2014 (57.8%) than in the previous year (59.3%). The way in which people view their health is crucial to well-being. Although we are living longer healthier lives, we are less satisfied with our health. This highlights the importance of considering how people are feeling, for example, their satisfaction with health alongside measures such as healthy life expectancies.
Increase in the proportion indicating some depression or anxiety
In the financial year ending 2014 the proportion of people aged 16 and over in the UK that showed some evidence of anxiety or depression, according to the General Health Questionnaire (GHQ-12) increased to 19.7%, from 18.3% in the previous year. Mental health is a factor that affects well-being. People with positive mental health will feel good about themselves, and will feel they are better equipped to cope with their problems, whereas those people that indicate depression or anxiety may find this more challenging. This will undoubtedly impact on personal and therefore national well-being.
no improvement in ratings of happiness, anxiety and feeling that things in life are worthwhile over the 1 year period between the years ending March 2015 and 2016
Obesity prevalence has increased from 15% in 1993 to 26% in 2014.
As organisations continue to try to achieve more with less, develop leaner systems and greater efficiency, the toll it takes on employees’ mental and physical health has climbed the agenda. Increased presenteeism – employees who attend work whilst ill – is one possible outcome of the pressure on organisations to remain competitive and boost productivity.
...since the Black Review (2008) there has been an emphasis on promoting ‘wellness’ cultures with good line manager support and a shift away from thinking that work is damaging unless fully fit. The Statement of Fitness for Work (known as a ‘fit note’), was introduced in April 2010 across England, Wales and Scotland to improve back-to-work advice for individuals on sickness absence and communication between individuals, doctors and employers on what a patient could do at work, thereby reducing sickness absence levels.
A recent UK survey by mental health charity MIND (October 2013) shows that less than a third (32 per cent) think that time off for stress is treated as seriously as time off for a physical illness and nearly half (42 per cent) believe that time off for stress is seen as an ‘excuse’ for something else. Psychological illness presents a problem for line managers as those afflicted often suffer in silence. The MIND survey of 2,000 workers shows:
■ Forty-five per cent of workers feel that staff are expected to cope without mentioning stress at work.
■ Thirty-one per cent said they would not be able to talk openly to their line manager if they felt stressed.
■ Twenty-two per cent of workers felt their boss takes active steps to help them manage stress.
....the bottom line on employee wellness programs
"Business outcomes include lower absenteeism, higher job satisfaction and work productivity, higher employee retention, and lower health care costs. Given the variety in types of wellness programs, it’s difficult to pinpoint precise financial benefits, but one 2012 review of 62 studies, published in the American Journal of Health Promotion, found 25 percent lower sick leave, health plan, workers’ compensation, and disability insurance costs among companies that had wellness programs. And a 2014 Harvard Business Review study of 20 companies found an average annual health care cost increase of 1-2% for companies with wellness programs, compared to the 7% national average.
"return on investment in respect of the reduction of medical costs is between 1: 2.3 - 5.9"
Aldana S. Financial impact of health promotion programs: a comprehensive review of the literature.
American Journal of Health Promotion, 2001;15(15):296
"there is growing evidence that the cost-benefit ratio ranges from $1.50 to $6.15 for every dollar invested"
Burton J. The business case for a healthy workplace. Mississauga, Canada: Industrial Accident Prevention Association, 2008:7
http://www.iapa.ca/main/Resources/resources_downloads.aspx#healthy accessed 23 July 2009
"absenteeism dropped after the introduction of the health promotion programme" …"savings of $5.07 for every dollar invested" …"medical care costs dropped after the introduction of a health promotion programme and the 10 studies which reported cost benefit ratios averaged savings of $3.93 for every dollar invested.”
Aldana S. Financial impact of health promotion programs: a comprehensive review of the literature.
American Journal of Health Promotion, 2001;15(15):296. http://healthpromotionjournal.com/mm5/merchant.mvc? abstract only accessed 11 July 2009
“For health care costs, the studies assume a cost-benefit ratio (return on investment, ROI) of 1:2.3 to 1:5.9. The savings for absenteeism are stated as 1:2.5 and/or 1:4.85 to 1:10.1.”
Sockoll I, Kramer I, Bödeker W.
Effectiveness and economic benefits of workplace health promotion and prevention. iga-Report 13e, 2009 page 54.
THE BENEFITS OF YOGA
Increased muscle strength and tone.
Improved respiration, energy and vitality.
Maintaining a balanced metabolism.
Cardiovascular and circulatory health.
Improved athletic performance.
Protection from injury.
38 Ways Yoga Improves Health
1. Improves your flexibility
2. Builds muscle strength
3. Perfects your posture
4. Prevents cartilage and joint breakdown
5. Protects your spine
6. Betters your bone health
7. Increases your blood flow
8. Drains your lymphs and boosts immunity
9. Ups your heart rate
10. Drops your blood pressure
11. Regulates your adrenal glands
12. Makes you happier
13. Founds a healthy lifestyle
14. Lowers blood sugar
15. Helps you focus
16. Relaxes your system
17. Improves your balance
18. Maintains your nervous system
19. Releases tension in your limbs
20. Helps you sleep deeper
21. Boosts your immune system functionality
22. Gives your lungs room to breathe
23. Prevents IBS and other digestive problems
24. Gives you peace of mind
25. Increases your self-esteem
26. Eases your pain
27. Gives you inner strength
28. Connects you with guidance
29. Helps keep you drug free
30. Builds awareness for transformation
31. Benefits your relationships
32. Uses sounds to soothe your sinuses
33. Guides your body’s healing in your mind’s eye
34. Keeps allergies and viruses at bay
35. Helps you serve others
36. Encourages self care
37. Supports your connective tissue
38. Uses the placebo effect, to affect change
"yoga is a safe and effective way to increase physical activity, especially strength, flexibility and balance."
Stress reduction, depression, motivation, adaptive thinking, sleep regulation
www.ncbi.nlm.nih.gov/pubmed/20098228 US National Library of Medicine
Carpel tunnel syndrome
Health benefits of yoga: a review of comparison studies
Journal of Alternative Complementary Medicine 2010 Jan; 16 (1):3-12 Ross A., Thomas S.