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Industry

Healthier workplaces in retail

How retailers work with health and the work environment in the Health Portal – for shops and warehouses with many part-time staff and unsocial hours.

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The industry's challenges

Common challenges in the four areas

Health at work is shaped in four areas. The list is a starting point for your own assessment – your own judgement decides what matters most.

Physical work environment
  • Heavy lifting and standing work
  • Repetitive tasks at the till and in the warehouse
  • Working alone in the shop
Psychosocial work environment
  • Threats, robbery and theft
  • High staff turnover
  • Store managers with heavy responsibility
Personal health resources
  • Recovery with evening and weekend work
  • Wellness that reaches part-time staff
  • Food and breaks
Engagement in the community
  • Safety in the shop for customers and staff
  • Onboarding new employees
  • Collaboration with the police and property owners

Focus areas to start with

  1. Participation and influence

    Part-time and hourly staff need to be included too.

  2. Communication and feedback

    Information has to reach everyone, whatever their working hours.

  3. Safety at work

    Routines against threats and robbery, with support afterwards.

Would you like to see how the Health Portal meets your challenges?

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Methods and tools

Evidence-based methods, gathered in one place

We build the work on established models and validated measurement instruments, and the Health Portal holds them together day to day.

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Frameworks and legal requirements

Measurement and analysis

  • HME(opens in a new tab)Sustainable employee engagement, a validated question set for motivation, leadership and governance.
  • COPSOQ III(opens in a new tab)A validated instrument for the psychosocial work environment.
  • eNPSEmployee Net Promoter Score – one quick question on how likely employees are to recommend you as a workplace.

Leadership and change

  • Full Range LeadershipThe leadership model underpinning the manager training.
  • Salutogenic leadershipLeadership that starts from what creates health, and helps employees feel well and function at work.
  • Process leadership and change managementA half-day workshop for HR and managers, with a plan for the rollout.

In the Health Portal

  • Rectify, Prevent, PromoteThe portal's three parts, tied together by Analyse.
  • Annual cycleReminders and MUST/SHOULD tags, linked to Planning and Reporting.
  • Action plansGoals, an owner and follow-up at every level.
Example annual cycle

A year with health and SAM

How an organisation can lay out the year in the Health Portal's annual cycle – with the legal requirements as the foundation and the health work at management, department and team level. Click an activity to read more.

The process – choose a step
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  • Work environment (SAM)
  • Health and health factors
JanHealth

Shared health goals are set

Management and HR choose what to prioritise during the year and set measurable goals.

In the portal: An annual cycle with reminders, linked to Planning and Reporting.

More than a system

You are not just buying a new system – you get help to make the change succeed

A system changes nothing on its own. That is why you get three things on top of the Health Portal, with trained process leads and occupational health scientists at your side.

  • Sofie, process lead at Helo HälsaSofie
  • Sara, process lead at Helo HälsaSara
Process lead
  1. As needed

    Half-day workshop for HR and managers

    An interactive half day with process analysis, change management and a plan for implementation – so the work genuinely gets going.

  2. Included in the licence

    Best practice and guides

    Guidance on how to use the portal's different parts systematically and strategically – from survey and assessment to action plans and follow-up.

  3. Included in the licence

    Ongoing support and manager training

    Support and training for your managers throughout the contract period – at no extra cost, because it is included in the licence fee.

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Example approach

How a rollout works

From contract to follow-up after one year. The approach is adapted to your organisation, but the steps are the same.

01
02
03
04
05
06
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  • 3 monthsIs the portal up and running? Is it being used as planned?
  • 6 monthsHow are the action plans going? What needs adjusting?
  • 12 monthsResults against the goals, and a plan for next year.
  • 2 yearsLong-term goals are reached and you move the organisation forward.
  • To infinity… and beyond!

Ready to start? We will walk you through how it would work for you.

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Further reading

These sources are in Swedish.

The process is inspired by the WHO model for healthy workplaces.

Would you like to work like this?

We start with a half-day workshop, give you best practice for the Health Portal and support your managers on an ongoing basis.

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Frequently asked questions

Questions & answers

The licence gives access to the Health Portal, best practice and guides on how to use the portal, and ongoing support and manager training throughout the contract period. The half-day workshop for HR and managers is booked as needed.

You get a dedicated process developer who leads you from your current situation, through implementation and all the way to your goals — with follow-up after 3, 6 and 12 months.

Yes. The portal contains validated question sets such as HME and COPSOQ III, and you can also build your own survey when no ready-made set fits.

Integration with your HR system is part of the technical implementation, together with organisation, users, roles and login.

All data is handled in line with GDPR and Swedish work environment legislation. Access is controlled by role, so the right person sees the right information.