1) Risk Assessment Version 3

We are delighted to announce the general release of our new and improved Risk Assessment Version 3 tool to the Astute Platform.

This feature is designed to allow customers to develop risk assessments which enable users to manage low-level issues and escalate high-level concerns directly to administrators for further investigation.

Available to all subscription-based customers, there are two guides available with further information on building risk assessments and management of concerns:

Risk Assessment Building Assessment

Risk Assessment Review and Manage

2) Additional Filters on Compliance Reports

New filters have been added to compliance reports, which will now default to exclude expired, archived and future events. Filters have been added to the report to include these events, along with filters by ‘job title’ and ‘additional field (s)’:

3) KPI Reporting

A new report in reporting and analytics is now live: KPI reporting. The KPI report is designed to give a simple, high-level overview of critical training and risk assessment data:

4) Additional Filters on Enrolment Activities

Additional filters have been added to enrolment activities, making it easier to search and filter activities when assigning to enrolment events:

5) Auto Enrol All Users in Enrolment Event Rules

Auto-enrolment has been updated such that all active users will be automatically enrolled on an event immediately upon selecting this option:

6) Archiving Enrolment Events – Workflow Update

The workflow associated with archiving enrolment events has been updated. Upon achieving an enrolment event, no further enrolments and / or re-enrolment will occur (whether manual or rules-based). Current incomplete enrolments will remain in place with learners until such time as these are completed, or the learner is removed from the enrolment event:

7) Additional Recipients to Trigger Emails

Additional recipients can now be added as a cc to trigger email notifications:

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January is a tough month for many; the combination of dreary weather, failing New Year’s resolutions, the post-Christmas diet and the financial worries of trying to stretch that early December paycheck to the end of January – there’s no shortage of reasons why people might feel down and lack motivation this month.

It’s no surprise then that January is also the UK’s peak time for sickness absence and stress in the workplace, meaning that staff morale and general productivity will be at an all-time low.

Whilst there is no simple answer or a one-size fits all solution to help your staff beat the blues this January, employers can consider small actions to help improve staff wellbeing and positivity which can benefit both employees and businesses alike.

Focus on employee engagement

Communication and involvement are key to making employees feel like they are an important part of the organisation. If they don’t understand what the business is trying to achieve this year or they don’t feel valued themselves, why would they feel motivated or inspired to work hard all year round?

Take time to discuss personal and professional plans for the year and help to set some achievable goals to help drive motivation.

Recognise the successes of the previous year

Recognising the successes of 2022 is a great way to keep your employees motivated throughout January.

More frequent employee feedback and praise as and when appropriate can also help people feel appreciated and valued. If a staff member does a good job, tell them, if they are always performing at a consistently high level, acknowledge this to ensure they know that their efforts are not overlooked but are seen and appreciated.

Practice sensitivity

We are all individuals and what works for one person may not work for another. The reasons why a person may be feeling down, disengaged or fed up will also differ. Some may have more deep-rooted reasons behind their behaviour and/or feelings.

Try and spot signs that someone is unhappy and talk to them about it. Ask if there is anything that can be done to provide support and assistance. If they don’t want to talk about it, don’t push the point. However, look to revisit the conversation again later to see if there is an opportunity to help. In the meantime, make them aware of any employee assistance programmes you may have in place, where they can discuss issues in confidence.

If you feel that a person has more substantial issues than just feeling a bit fed up because it’s January, signpost them to mental health first aiders or external support and counselling services. Depending on the situation, reasonable adjustments may need to be considered and specific advice should be taken on how best to manage and support these individuals on a case-by-case basis.

Lead by example

Just as negativity within a team can spread, so can positivity.

Even if managers business leaders don’t feel entirely upbeat themselves, if they communicate positive messages to their teams, praise and give positive feedback to individuals, this can help their workforce to feel more positive and that, in turn, may assist leaders in feeling more positive also.

Small gestures reap big rewards

Ask employees what changes can be made to help them through January – for some this may be additional team engagement (especially if staff are working remotely), for others it may be biscuits or healthy snacks in the break room, or a care package to remote workers.

The changes need not necessarily be high financial value, but they could result in large gains in productivity, employee engagement and a better, more positive working environment for all.

Encourage a healthy lifestyle and regular exercise

During the dark winter months, it’s not always easy to see daylight during the working day which can be detrimental to a person’s health and wellbeing. Encouraging staff take regular breaks away from their desks and getting out in the fresh air at lunchtime to see natural daylight, can prevent energy levels from slumping and help stabilise mood boosting hormones.

Plan for time off

There is no better way to lift the January blues than booking a holiday in a sunnier climate. Employers should ensure that holiday calendars are up and running and employees are clear of their remaining holiday entitlements for the year ahead and whether carrying over of untaken holiday from the previous year is permitted under your policy.  A simple reminder of your holiday request procedure, together with any restrictions on taking holidays during peak times such as the school holiday period, should help prompt staff in the midst of winter to look forward to better and more warmer things to come.

Whilst the above measures can minimise the prospect of employees feeling the January Blues at work, it is important to recognise that mental health is an issue that employers should be supporting all year round. The HSE recently revealed that 30.8 million working days were lost to work related ill health in 2021/22, showing that stress, depression and anxiety is far from being confined to January.

Anyone can experience mental health difficulties at any stage of their life. Historically mental health has been something that many people don’t feel able to openly acknowledge or discuss, which means problems all too often don’t get resolved and only escalate.

Our wellbeing training courses aim to change that by giving staff a practical understanding of mental health, anxiety and depression and stress awareness. Equally as importantly, though, they provide them with guidance on how they can help colleagues with their wellbeing and create an inclusive and supportive workplace culture.

Courses include:


To view our full range of wellbeing courses, click here.

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With the start of a new year comes the opportunity to start afresh, and many of us are busy thinking about the positive changes we can make in the year ahead.

In the workplace, January is a perfect time to take stock and consider what’s working well, what needs updating and what new strategies can be put in place to ensure your employees, as well as your legal obligations, are being properly taken care of.

Stuck for ideas? Here’s just a few practical pledges that may help to enhance your health and safety culture and performance in 2023.

1. Make health and safety your mantra

Re-brand your health and safety management programme with an updated slogan and fresh vision for the year. This is a simple and effective way to remind workers of the importance of good health and safety practices, as well as demonstrate that you’re actively thinking about their welfare.

Remember, there’s no such thing as perfect health and safety management. It’s therefore essential to regularly evaluate your organisation’s safety culture and performance, and seek to continually improve matters.

2. Rethink and revisit training

Consider how well equipped employees are to undertake their role safely, without putting themselves or others at risk. If there are gaps in employees’ knowledge, if they haven’t received any refresher training since their induction, or if there have been changes to their role, the workplace or working practices, now is the time to think about what training courses might be appropriate.

As well as signalling to staff that you care about them and your organisation overall, investing in health and safety training is an effective way of reducing injury and illness, saving on the cost of absences, diminished productivity and increased insurance premiums. With this in mind, taking the time to upskill staff and refresh their knowledge should be high on your list of health and safety priorities for the year.

3. Revitalise your health and safety policy

When did you last review or update your health and safety policy or safety statement? The Health and Safety Executive (HSE) recommends that this should be reviewed at least annually, as well as whenever work practices or legislation changes.

Health and safety regulations are constantly evolving and the HSE regularly updates their guidance, conducts targeted campaigns and issues safety alerts, so it’s important that your policy and practices reflect the current position.

To make sure you get off on the right foot and promote best practice, start the year by reviewing your organisation’s policies and procedures to check they’re up to date, taking into account any changes to regulations, personnel and the work environment.

Remember, if you employ more than five members of staff, it is a legal requirement to have a written Health & Safety Policy.

4. Risk assess your environment

Like a health and safety policy, risk assessments are a mandatory requirement in any organisation. Their purpose is to help you identify hazards or risks in your workplace, then develop plans to either remove or reduce them. An up-to-date and correctly completed risk assessment will help to keep staff safe and ensure you’re complying with the health and safety law.

Risk assessments are living documents and should be reviewed at least annually, so now is an opportune time to re-do or revisit yours, especially if there have been significant changes in your activities, actual incidents or near misses, or if there is reason to believe your current risk assessment is no longer valid.

Our Risk Assessment Training courses explore why risk assessments matter and how to write an effective one.

5. Test your equipment

Check the inspection dates on all of your equipment, and if required, replace or update it. Similarly, make sure that fire extinguishers and alarms are in good working order and that first aid kits are fully stocked.

Don’t skimp on this resolution – always be thorough in your checks, and if equipment isn’t in tip-top condition, don’t risk it; make sure it’s out with the old and in with the new. Use this resolution as an opportunity to educate or remind staff of the regulations surrounding equipment.

6. Clear the workplace of hazards

Deep cleaning and decluttering the workplace will help to ensure your environment is safe and can go a long way towards preventing common slip, trip and fall incidents. Organising stray cables, clearing walkways of obstructions and checking that floor coverings are in good condition are simple and inexpensive ways to reduce risk over the year ahead.

7. Take time to reflect

Making New Year’s resolutions without taking stock of last year’s events is akin to setting half-baked goals. Look back at 2022 and identify any mistakes and successes that you can learn from, then use what happened to create specific and informed safety resolutions.

Were there any documented health hazards? How about slips, trips and falls? Were staff engaged in health and safety matters? Could any incidents have been prevented? Make a note of potential solutions, consult staff, and put measures in place to promote safer working in 2023.

Our related Health & Safety Courses

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Snow and ice have caused huge disruptions recently as the UK has experienced its coldest weather spell in over a decade. With the Met Office issuing a yellow weather warning for most parts of the UK, the cold weather looks set to stay for a while longer.

Safe working conditions are vital in any workplace to maximise productivity and reduce the risk of illness or injury, however many people are unsure of the rules and regulations surrounding maximum and minimum temperature conditions in the workplace.

What is the legal minimum temperature for working indoors?

There are currently no laws that specify the minimum temperature for working indoors. However, the HSE’s Workplace Health, Safety and Welfare Regulations 1992, place a legal obligation on employers to provide a ‘reasonable’ temperature in the workplace. The regulations suggest that the typical workplace, where the activity is mainly sedentary – offices, for example – should be at least 16°.  If the work involves lots of physical activity – manual labour and warehouse work, for example – temperatures should not fall lower than 13°.

What is the minimum working temperature when working outside?

If employees work outdoors, there is no specific minimum temperature guideline. This is because it is not practical to maintain a workplace temperature in excess of 13 degrees when work is being done outside or if it involves working in freezers. However, it is critical that employers take all reasonable steps to reduce the obvious risks to employees which result from working in cold conditions. Employees should be encouraged to mention any existing health conditions that may make them susceptible to extreme temperatures.

What are the obligations as an employer?

Employers have a duty of care, rather than a legal obligation, to maintain safe working environments for their employees. Employers are expected to do whatever is ‘reasonably practicable’ to safeguard their workers’ wellbeing, and they must provide a safe environment where staff are not at risk of falling ill from the cold. The principle applies to all employees, even those working from home.

This requires carrying out regular risk assessments and acting on the results. Employers must also take into consideration those with existing health conditions that could be affected to a greater extent by the cold temperatures, such as those who are medically vulnerable or pregnant. In particular, those employees with heart/circulation and breathing problems such as emphysema may be more sensitive to working in cold temperatures.

The HSE provides some actions that employers can take to protect people working outdoors in extreme cold conditions.

  • Ensure the personal protective equipment issued is appropriate
  • Provide mobile facilities for warming up, and soup or hot drinks
  • Introduce more frequent rest breaks
  • Consider delaying the work until warmer times of the year without compromising on safety
  • Make sure workers can recognise the early symptoms of cold stress, such as a cough or body aches

Cold Weather Awareness eLearning

Want to know more about protecting your employees during extreme cold weather? We offer a Cold Weather Awareness eLearning course to help managers and employees manage the risks that can be caused by working in cold temperatures.

This course is part of our suite of Health and Safety eLearning solutions which includes courses on personal safety, risk assessments and working safely. You can either choose our eLearning courses as off-the-shelf packages, or we can tailor the content to suit your organisation. And because eLearning can be delivered conveniently at your own offices, using your existing PCs, it’s easy to keep your colleagues updated with the latest health and safety information.

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The latest figures from the Health and Safety Executive (HSE) show a 28% increase in worker injuries year on year – and a steep increase in ill health compared to pre-pandemic levels.

The HSE has now released its annual summary statistics for Great Britain, providing new insight into health and safety at work in 2022.

At a headline level, 1.8 million workers suffered from work-related ill health (new or longstanding) in 2021/22, up 5.8% from last year. This reveals a worrying trend around mental health, although new cases are down, from 850,000 to 722,000.

Equally concerning is the fact that 565,000 workers sustained a non-fatal injury in 2021/22 according to self-reports – representing a year-on-year increase of 28%. Injuries reported by employers under RIDDOR have also increased, from 51,211 to 61,713, although this is likely to be as a result of more people returning to work after the pandemic.

While a 28% increase in work-related injuries is alarming at face value, it’s important to note that this is still lower than post-pandemic levels. Indeed, 693,000 workers sustained a non-fatal injury in 2019/20 and 581,000 workers were injured in 2018/19, the last year unimpacted by the pandemic.

Conversely, the number of new ill-health cases has almost doubled compared to pre-pandemic times, from 497,000 to 722,000. Total cases have also risen from 1.4 million to 1.8 million – an increase of 29%.

Additionally, highlighting the devastating consequences of poor health and safety practices, the report confirms that 123 workers were killed at work during this period, validating provisional data from its fatal injuries report released earlier this year.

The causes of ill health

Stress, depression and anxiety remains the leading cause of work-related ill health, accounting for 51% of all ill-health cases.

Echoing previous years, musculoskeletal disorders (MSDs) were the second most common cause of ill health, making up 27% of all cases. That said, in terms of actual figures, the number of MSD cases has remained broadly flat, increasing marginally from 470,000 to 477,000.

Meanwhile, though the total number of workers suffering from work-related stress, depression or anxiety has increased from 822,000 to 914,000, there has been an 17.5% drop in new cases, from 451,000 to 372,000.

Nick Wilson, Director of Health & Safety Services at DeltaNet’s sister companyWorkNest, commented: “It’s interesting to see that new cases of work-related stress, depression and anxiety have fallen over the past year. This is somewhat surprising, given the various stressors people are facing at present, though of course not all of these are work-related. Still, this doesn’t change the fact that, overall, cases have increased by 11.2% and we now know that 17.0 million working days were lost as a result – emphasising that this should remain a key area of focus for employers, not only for their staff’s sake but for the sake of business productivity too.”

Sector-wise, human health/social work and public administration/defence were found to have the highest rates of work-related ill health. Notably, while Education remains in third with 160,000 ill-health cases (59% of which related to stress, depression and anxiety), it seems some progress is being made, as its rate of ill health per 100,000 workers is no longer statistically significantly higher than the all-industry average.


By accident type, the report reflects previous years. Slips, trips or falls on same level; handling, lifting or carrying; and being struck by a moving object remain the leading cause of non-fatal work-related injuries, followed by acts of violence and falls from height.

By sector, agriculture, forestry and fishing, construction, wholesale/retail trade; repair of motor vehicles; and accommodation/food service activities had statistically significantly higher workplace injury rates compared to the average rate across all industries.

The cost to businesses

This year’s report includes some interesting figures around the cost of work-related injury and ill health to businesses – data that was missing from the previous year’s report due to the coronavirus pandemic.

Crucially, it reveals that a staggering 36.8 million working days were lost due to work-related ill health and non-fatal workplace injury in 2021/22.

In addition, latest available data shows the significant costs incurred by employers, individuals and the government. In total, work-related injuries and new cases of ill health (excluding long latency illness such as cancer) cost an eye-watering £18.8 billion in 2019/20, £3.5 billion of which was borne by employers.

Broken down further, £11.2 billion of the total cost was incurred by new ill-health cases, with £7.6 billion due to workplace injuries.

Nick Wilson said: “The fact that 60% of this total cost comes from ill health is worth noting, as employers often devote their health and safety efforts to accident reduction, when in fact it’s ill health that stands to cost them more.

 “Of course, a big part of this cost comes from absences. The report shows that 1% of injuries and 3.3% of ill-health cases result in time off work. Again, ill health seems to be the bigger problem to tackle; while injuries are now slightly less likely to result in time off than they were in 2013 (back then, 1.4% of cases led to time off work), the number of ill-health cases that require time off has crept up in the past decade (from 1.9%).”


Turning to the COVID-19 pandemic, the report reveals that in 2021/22, 123,000 workers suffered from a new or longstanding case of COVID-19 which they believe may have been from exposure to coronavirus at work. This represents 32% increase on last year, despite – or perhaps because of – a perception that the pandemic is behind us and the virus having become less of a focus for employers.

Nick Wilson said: “Despite many organisations maintaining some sort of hybrid working model, working practices have largely returned to normal, and many people are now back at work with fewer COVID precautions in place. The HSE’s new stats are a stark reminder that COVID hasn’t gone away, and while figures suggest that the winter wave has already peaked, employers must continue to take reasonably practicable measures to reduce this risk.”

There has, however, been a drop of almost 10% in the number of workers suffering from a work-related illness either caused or made worse by the effects of the coronavirus pandemic, from 645,000 to 585,000. Unsurprisingly, around a quarter of those suffering were in human health and social work activities, with higher than average rates also reported in public administration/ defence and education.

More to be done

Nick Wilson concludes: “While the number of injuries to workers is lower than pre-pandemic levels, it’s disappointing that the decrease we saw last year hasn’t been maintained. The fact that this year’s figure has shot back up also suggests that the perceived improvements noted in last year’s report may have simply been down to the pandemic and fewer people working rather than any real improvement in workplace health and safety.”

He adds: “Some might say a rise in injuries was inevitable given the wider return to work, but it’s important that employers don’t become complacent. COVID-19 put health and safety firmly on the agenda, and it must continue to be a priority now that the immediate threat of the pandemic has subsided. To drive down the numbers further, employers should focus on the suitability of their risk assessments, particularly as many won’t have revisited them since reopening.”

“More worryingly, however, is the rise we’re seeing in workplace ill health compared to pre-pandemic levels. Employers must recognise that ill health, including stress and anxiety that may be caused or aggravated by work, is considered alongside all the traditional workplace hazards we are accustomed to tackling.”

The full report is available here.

Get your free demo of our health and safety eLearning courses

Effective health and safety training for employees can go a long way in helping to establish good health and safety practices in your organisation by reminding learners of the need to take responsibility for the safety of themselves and others.

Minimise your chances of being one of these statistics with our Health and Safety eLearning collection, which is packed with engaging courses designed to ensure safety and wellbeing in the modern workplace.

To arrange your free demo, get in touch.

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International Fraud Awareness Week occurs globally in the third week of November. This year, the event takes place from November 13–November 19. The aim is to raise awareness of fraud through fraud prevention campaigns and education.

Two in three UK companies (64%) say they have experienced fraud or economic crime in the last two years, according to figures from PwC’s latest Global Economic Crime Survey 2022. This is above the global average for this year (46%), as well as being higher than the last time the survey was conducted in 2020 (56%).

Of the types of fraud reported, cybercrime was the most frequent with almost a third (32%) experiencing a cyber breach, although this is less than the number of those who fell victim to cybercrime in the 2020 survey (42%). Supply chain fraud, included for the first time in the survey accounted for almost a fifth of respondents (19%).

The cost-of-living crisis is causing a surge in fraud attempts

It’s been widely reported that the cost-of-living crisis is having a huge impact on fraud in the UK, with trends as phishing attacks – when perpetrators attempt to trick users into clicking a bad link – targeting those in difficult financial situations. In fact, according to Citizens Advice, more than 40m people have been targeted by scammers this year – a 14% increase compared to last year.

The types of messages being sent by email and text include the promise of energy and council tax rebates or encouraging people to apply for a ‘cost of living payment’, mimicking genuine government support packages.

In the two weeks to 5 August, more than 1,500 reports were made to the suspicious emails reporting service (SERS), run by the National Cyber Security Centre, about scam emails pretending to be legitimate energy rebates from Ofgem, the energy regulator.

But energy fraud isn’t the only threat to face UK businesses. Cifas, the UK’s Fraud prevention community, reported that as a result of the cost of living crisis, some industries are facing significant challenges with rising costs causing a surge in fraud.

Examples include the motor finance sector which has been particularly hard hit, seeing a 13% increase in fraud in the first nine months of 2022, compared with the same period in 2021. With inflation at a 40-year high, individuals may look to alter or provide false bank statements or wage slips to inflate their income to appear more credit worthy. This type of application fraud has risen by 16% within the motor finance sector and now accounts for almost half of all motor finance cases.

The impact of fraud on businesses

As a result of fraud, organisations can suffer in more ways than just financially. Fraud can be seriously detrimental to a business and its employees.

Fraud can lead to:

  • Lost resources
  • Reduced productivity
  • Diminished morale
  • Wasted time and money investments into investigation
  • Punishment and remediation
  • Reputational damage

Which in turn, creates a rippling effect for employees too and can lead to reduced salaries and bonuses, potential redundancies, enhanced disciplinary procedures, a decline in morale and a general lack of trust in the organisation.

It’s clear that organisations are now more at risk from fraud than they have ever been – whether financial fraud, investment scams, blood donation phishing or CV fraud – the challenges to protect themselves and their customers have never been greater.

Prevention is key to tackling fraud

At DeltaNet, we conducted our own research into Google’s online search habits over the last four years and found that there has been a 70% increase in the demand for fraud awareness training for employees. This data is encouraging and suggests that businesses are recognising the need to act and educate their employees on the threats and effects of fraud on an organisation.

All staff are accountable for detecting fraud and protecting the organisation from its consequences. Through training and education employees can learn about the dire consequences of fraudulent activities, how to detect and prevent fraud as well as how to report it.

Get your free trial of our fraud awareness courses

In support of International Fraud Awareness Week, we’re inviting employers to take advantage of a 7-day free trial of our fraud awareness eLearning courses.

The courses, which each take between 5 to 20 minutes to complete, include:

  • False invoicing
  • Fraud awareness
  • Tackling Tax evasion
  • Fraud detection and reporting
  • …and more.

 To access your free trial, click here.

We are providing access to nine of our leading stress and mental health wellbeing courses free for International Stress Awareness Week, taking place from 7th to 11th November.

In support of the week, led by The International Stress Management Association charity (ISMAUK), DeltaNet is helping workplaces increase the level of training offered to employees and management.

The courses which will be opened up free of charge to businesses for one week are:

  • Managers Toolbox Talk – Identifying stress in your team
  • Managing stress in your team
  • Managing stress in your team challenge
  • Recognising anxiety and depression
  • Managing your personal stress
  • Managing personal stress challenge
  • Take 5 – Identifying stress in your team
  • Supporting your colleagues’ mental health
  • Spotting mental health red flags

Data from DeltaNet International shows that investment in stress management eLearning is increasing. It has seen a 44% increase from 2020 to 2021 for its stress management course for individual employees and a 150% increase in registrations for its course for managers – ‘Managing stress in your team’ – during the same period.

The World Health Organisation (WHO) also recently released a new set of evidence-based guidelines to protect and promote mental health in the workplace. Launched globally on 28th September, two of its 12 guidelines are to train employees and managers to build their capacity to prevent stressful work environments and respond to workers in distress. Since then, DeltaNet has seen a 71% increase in its ‘managing your personal stress’ course for workers, indicating that both businesses and individuals are taking the advice on board.

Chris Chappell, Head of Content at DeltaNet International, said: “We want to encourage businesses to expand on the level of training they provide for stress and mental health issues in the workplace. However, businesses should treat it the same way they implement the ‘traditional’ mandatory health and safety training we incorporate as the norm.

“Each course only takes five to 20 minutes on average to complete. We recognise that finding time for staff training is difficult, so we make our courses easy to access and efficient, yet highly valuable, so teams can get the most out of them without impacting business outputs and its other priorities.”

The WHO’s report to support its new guidelines found that poor working environments, including; discrimination and inequality, excessive workloads, low job control and job insecurity, pose a risk to mental health. It also warned that risks to mental health, or psychosocial risks, can be through job content, work schedules or workplace characteristics.

Chris Chappell added: “There are so many factors to consider when ensuring the workplace is conducive to good mental health. First, we must educate workers and managers on what these are from; unsocial or inflexible hours to organisational culture, unclear job roles, job insecurity and conflicting demands. All of these and more have a significant impact upon a person’s mental wellbeing.”

To receive free 7-day access to the courses, sign up here before midnight on 11th November 2022.

Our survey of 101* Learning and Development professionals at World of Learning showed that L&D professionals believe mental health and wellbeing is the most important eLearning topic for the next 12 months.

This is closely followed by stress management training for employees, as nearly nine in 10 (88%) employers said they are worried about how the cost-of-living crisis is affecting employees.

These areas are ranked as more important than diversity and inclusion, cybersecurity, health and safety, and sustainability training.

However, half of those surveyed (50%) revealed that their learning and development budgets would not change despite the current economic climate putting increased pressure on businesses to support employees further. One in five (21%) stated that a reduction in their budget would be one of the biggest challenges affecting learning and development in the workplace.

Regarding specific training to help employees navigate the cost of living, almost two-thirds (65%) said this isn’t something they have yet given. But half (50%) are considering implementing practical training such as financial planning.

Worryingly, the results reveal an underinvestment in training line managers. Just 27% of L&D professionals said they plan to provide line managers with training linked to the rising cost of living, such as helping managers to spot the signs of those in their teams who may be struggling.

 Chris Chappell, Head of Content at VinciWorks, said:

“Given the current economic situation we find ourselves in, it’s unsurprising that mental health support and stress management are topping the agenda for learning and development priorities.

“Businesses must support colleagues as best as possible to maintain a contented and productive workforce, but many still have not acted. Whilst good rates of pay and benefits schemes are key to helping people through the cost-of-living crisis, there is much more we can do to support employees, and training plays a key role in this.”

Employee engagement with L&D also remains a big challenge. 27% of those surveyed revealed this is currently their primary obstacle. Most HR and training professionals are trying to overcome this by asking employees for written feedback on training, with 77% conducting post-training evaluation – only 12% request verbal feedback.

Click here for free resources to support around the cost of living.

*VinciWorks surveyed 101 respondents at the World of Learning 2022 event on 10th and 11th October 2022. World of Learning is attended by senior L&D decision makers.

Providing Health and Safety training to staff is a legal obligation of any business and is key to preventing injuries or illnesses, managing costs and encouraging a positive workplace health and safety culture.

Given the importance of health and safety, it’s vital that you select a training provider that is qualified and experienced and that courses are designed and delivered by skilled professionals.

We’ve been working with subject matter experts for over 20 years to produce our Health and Safety eLearning courses which are assured and CPD Certified.

We’re extremely proud of the fact that now over 60 of our online Health and Safety, Compliance and Performance training courses have been approved by the Institution of Occupational Safety and Health (IOSH) – the world’s Chartered body for Health & Safety professionals and recognised worldwide as the hallmark for professional excellence in workplace health and safety.

The IOSH brand stands for excellent products, high quality standards and thought leadership in safety and health, and has been consistent in delivering high quality learning course since 1945.

The IOSH stamp of approval means that our clients can rest assured that our eLearning courses meet the highest standards for trainer competence and course quality.

The list of approved courses is continuously growing, but some of the already IOSH approved courses include:

  • Manager’s Overview of Health and Safety
  • New Mothers in the Workplace
  • Managing Stress in Your Team
  • Asbestos Management
  • Legionella and Water Safety
  • Introduction to Premises Management
  • Management of Contractors
  • Personal Safety
  • Driving at Work
  • DSE Display Screen Equipment
  • Electrical Safety
  • Fire Safety
  • Hazardous Substances
  • Hand Arm Vibration
  • Managing Your Personal Stress
  • Manual Handling
  • Your Health and Safety
  • Spotting Mental Health Red Flags
  • Recognising Anxiety & Depression
  • Online Wellbeing
  • Resilience
  • Healthy Lifestyle – Exercise
  • Healthy Lifestyle – Drink
  • Healthy Lifestyle – Food
  • Healthy Lifestyle – Sleep
  • Drug and Alcohol Awareness

…and many more!

Browse all of our IOSH approved courses here and book your free demo to see them in action.

Enquire here

It has been widely reported that the global shortage of skilled cybersecurity personnel is threatening the security of businesses, with a recent study by The World Economic Forum revealing that 60% of businesses admitting they would find it challenging to respond to a cybersecurity incident owing to shortages of skills in their team.

Research into the UK cybersecurity labour market revealed that half (51%) of all private sector businesses identify a basic technical cyber security skills gap, accounting for around 697,000 businesses. Furthermore, industry body ISACA found that 69% of those businesses that have suffered a cyber attack in the past year were somewhat or significantly understaffed.

According to experts, the skills gap is not set to close any time soon, if anything, these shortages are expected to intensify. Last year the Department for Culture, Media and Sport (DCMS) predicted there would be an annual shortfall of 10,000 new entrants into the cybersecurity market but in its latest report, released in May, that was revised to 14,000 every year. This means that, over time, we can expect business defences to become even weaker and more exposed.

Businesses must train all employees on cybersecurity awareness

While training is certainly not a replacement for skilled cybersecurity professionals, these statistics highlight the need for increasing general cybersecurity awareness training among employees; not just relying on cybersecurity professionals to safeguard the businesses’ infrastructure and protect its data.  


At DeltaNet, we conducted research into Google’s online search habits over the last four years and found that there has been 114% increase in the demand for cybersecurity training in the workplace which suggests that employers are realising this need and turning to alternative training methods to address this issue.

“In today’s world, cybersecurity needs to be part of everyone’s job; every employee has a role to play,” says Jason Stirland, Chief Technology Officer at DeltaNet International.

“Despite the importance of recruiting, retaining and certifying a cybersecurity team, organisations cannot really secure themselves until all employees are aware of cyber threats and know how to prevent data breaches. This means ensuring that all employees, at all levels and in all jobs, have the knowledge and awareness necessary to protect themselves and their company’s data. The breach will always be a possibility until they do.”

According to Verizon’s 2022 Data Breaches Investigations Report, 82% of data breaches involved a human element. This includes incidents in which employees expose information directly (for example, by misconfiguring databases) or by making a mistake that enables a security breach to take place (such as, downloading a malware infected attachment or using a weak password).

“Untrained staff are a huge, if not the biggest threat to a business network as they can effectively open doors to threats, bypassing even the best cyber defences. Over the past year, organisations across the globe have been dealing with employees returning to the workplace, navigating office-based, remote and hybrid workers. Unfortunately, many businesses forget the importance of training their hybrid and remote workers about cybersecurity best practices – weakening the organisation’s resilience to any security breaches. IT professionals should identify any skills gaps in the organisation and ensure all employees understand their role in safeguarding the organisation’s infrastructure and protecting its data.”

What should cyber security awareness training entail?

Cybersecurity awareness training should form part of a multiyear training strategy to educate, test employees’ existing knowledge and reinforce what they have learned. Ensuring that training is refreshed at least annually will help to embed a culture of compliance and create a vigilant workforce.

Training should ensure that employees know how to recognise and report suspected malicious cyber activity, practice good cyber hygiene and safeguard their personal devices and home networks.

As a minimum, a good cybersecurity training program should include:

·       Cybersecurity Awareness

·       Phishing Awareness

·       Data Protection Awareness

·       Setting a Secure Password

·       Keeping Information Secure

·       Social Media Awareness

·       Fraud Awareness

·       Using Email and the Internet Securely

·       Securing Mobile Devices

DeltaNet’s Cybersecurity Training is trusted by businesses all over the UK, and offers a complete, cost effective solution to your training needs. Our courses offer a comprehensive overview of the key information that you and your employees need to keep your information secure and your business safe and compliant. For more information visit and to browse our course collection, click here.


During Cybersecurity awareness month this October, we’re offering access to 17 of our Cybersecurity awareness eLearning courses for free! To access the free courses, sign up here by 31st October 2022 for free access to the platform for seven days.   

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