Breaking the Silence Around Men’s Mental Health

The session began with an inspiring talk from Lewis Gregory of Andy’s Man Club, who shared his personal experiences and explained how the organisation tackles stigma around male mental health. The charity’s powerful message — “It’s okay to talk” — resonated deeply with attendees as Lewis described how open conversation can save lives by helping men express and share their struggles.

A short video showcased the club’s origin story and its remarkable growth, boosted by mainstream awareness after featuring in a major TV drama. Today, Andy’s Man Club runs free sessions nationwide, providing safe spaces where men can talk, listen, and support one another.

In an industry where many HR professionals are female and workforce demographics lean heavily male, this kind of resource offers vital support. Many forum attendees shared personal reflections on how mental health has touched their lives, reinforcing the importance of continued awareness and access to support networks.

Key takeaways for employers:

• Include mental health videos or materials when onboarding new staff.
• Display and share free Andy’s Man Club resources in the workplace.
• Encourage employees to attend a local group if they find it difficult to open up at work.

�� Watch the Origin Story – Andy’s Man Club

 

Exploring Annualised Hours with Nelsons Law

The second part of the forum saw Laura Kearsley of Nelsons Solicitors guide members through the concept and practicalities of introducing annualised hours contracts. These agreements set a total number of hours across the year rather than each week, allowing working time to align more closely with production cycles and demand fluctuations.

Laura explained that annualised hours can help manufacturers manage seasonal peaks and off-peak efficiency, reducing overtime and agency costs while improving productivity and labour utilisation. They also make labour costs more predictable and can benefit employees seeking stability or longer rest periods at quieter times.

However, the approach requires careful planning and communication. Challenges include complex scheduling, risk of fatigue during busy periods, and potential disruption to work–life balance if poorly managed. Transparent engagement with employees and unions, accurate forecasting, and strong administrative processes are key to success.

By sharing both benefits and pitfalls, the session gave members valuable insight into how this model could be applied effectively across different types of furniture manufacturing operations.