The Health and Safety Executive (HSE) has published new <a target="" rel="noopener noreferrer nofollow" class="link" href="https://www.hse.gov.uk/stonemasonry/working-engineered-stone-control-silica-risk.htm">guidance</a> aimed at protecting workers from the dangers of engineered stone dust exposure, following growing concerns around cases of silicosis linked to stone fabrication and processing.The updated guidance makes clear that dry cutting of engineered stone is now considered “unacceptable”, with water suppression techniques expected to be used to meet legal requirements under COSHH regulations.The announcement marks one of the HSE’s most significant interventions in the sector to date and will be backed by a nationwide inspection programme, with more than 1,000 workplace inspections planned across Great Britain over the next 12 months.<div data-type="horizontalRule"><hr></div><h2></h2><h2 id="8f859492-db94-4cd9-a6e6-ce05421ac292" data-toc-id="8f859492-db94-4cd9-a6e6-ce05421ac292">Why engineered stone dusk is a serious risk</h2>Engineered stone, commonly used in kitchen and bathroom worktops, can contain up to 95% crystalline silica. When materials are cut, polished or processed, fine respirable crystalline silica (RCS) dust can become airborne and inhaled by workers.Exposure to silica dust can lead to serious and irreversible health conditions including:<ul><li>Silicosis</li><li>Chronic obstructive pulmonary disease (COPD)</li><li>Lung cancer</li><li>Kidney disease</li></ul>Unlike traditional stone-related illnesses that may take decades to develop, recent cases linked to engineered stone have shown workers developing silicosis within months or years of exposure.Silicosis is incurable - but entirely preventable.<div data-type="horizontalRule"><hr></div><h2 id="c1faebd1-544d-4333-883c-ad7c7b12cb79" data-toc-id="c1faebd1-544d-4333-883c-ad7c7b12cb79">What the HSE guidance says</h2>Following two years of research and industry engagement, the HSE has introduced dedicated COSHH guidance specifically for engineered stone processing.The guidance outlines several key expectations for employers, including:<ul><li>Eliminating dry cutting methods</li><li>Using on-tool water suppression systems</li><li>Selecting lower silica-content engineered stone where possible</li><li>Providing suitable respiratory protective equipment (RPE)</li><li>Carrying out regular health surveillance</li><li>Ensuring employees receive adequate information, instruction and training</li></ul>The HSE’s research found that dry fabrication methods can expose workers to silica dust levels five to ten times higher than equivalent wet cutting processes.<div data-type="horizontalRule"><hr></div><h2 id="e8885067-7a1c-42ed-a83f-52f2afa2f5d4" data-toc-id="e8885067-7a1c-42ed-a83f-52f2afa2f5d4">Increased enforcement activity</h2>The HSE has confirmed that inspectors are already carrying out visits to fabricators and businesses working with engineered stone materials.Businesses failing to implement suitable controls may face enforcement action.<figure data-type="blockquoteFigure"><div><blockquote>“Silicosis is incurable, but it is entirely preventable. No worker should lose their life to a lung disease caused by their job.”</blockquote><figcaption>Mike Calcutt, Deputy Director in HSE’s Engagement and Policy Division</figcaption></div></figure>The HSE has also stressed that businesses cutting corners not only place workers at risk but also undermine companies investing in proper health and safety standards.<div data-type="horizontalRule"><hr></div><h2 id="4f31cd46-5c2c-40f1-b75d-72772aac7f75" data-toc-id="4f31cd46-5c2c-40f1-b75d-72772aac7f75">More than compliance</h2>While the guidance focuses heavily on engineering controls and safer working methods, it also highlights the importance of workplace culture, awareness and proactive risk management.Employers should now be reviewing:<ul><li>Dust control measures</li><li>COSHH assessments</li><li>RPE suitability and face fit testing</li><li>Worker training and awareness</li><li>Health surveillance arrangements</li><li>Maintenance and inspection processes</li></ul>The new guidance highlights how occupational health risks can develop gradually and without obvious warning signs, reinforcing the importance of proactive prevention and early intervention.It also brings renewed focus to employers’ wider legal responsibilities under health and safety law. Under Regulation 7 of the Management of Health and Safety at Work Regulations 1999, every employer must appoint one or more competent persons to support health and safety compliance - regardless of business size.<div data-type="horizontalRule"><hr></div><h2 id="9058871d-f7e0-4cea-9138-5cc626dd7dbb" data-toc-id="9058871d-f7e0-4cea-9138-5cc626dd7dbb">How SSG can support your business</h2>We support businesses in managing occupational health and workplace safety risks through practical training, consultancy and compliance support.Our services include:<ul><li>COSHH training and support</li><li>Occupational health awareness</li><li>Health and safety consultancy</li><li>Risk assessments and safe systems of work</li><li>Workplace compliance training</li><li>Respiratory protective equipment awareness and Face fit courses</li></ul>If your business works with engineered stone, silica-containing materials or dust-generating processes, now is the time to review your controls and ensure your teams are protected.<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/contact">Get in touch with our team to find out more.</a>

New HSE guidance on engineered stone dust highlights the dangers of silica exposure, bans dry cutting methods, and reinforces COSHH requirements to help prevent silicosis and improve workplace safety.

Engineered Stone Dust: What the new HSE guidance means for businesses and worker safety

A recent study of 2,000 UK employees has identified the habits that annoy co-workers the most!The research conducted by Essential Workwear found that 10% of workers admit to regularly leaving dirty cups and dishes lying around and a third of workers dislike colleagues that do not tidy up after themselves.22% of workers get annoyed by colleagues that microwave smelly food at lunchtimes, exacerbating the risk of arguments in communal break out areas!The research also identified the most inappropriate behaviours of co-workers. The top 5 inappropriate behaviours are:<ol><li>Flirting with colleagues</li><li>Discussing a dislike of a colleague</li><li>Scrolling social media</li><li>Taking smoking breaks</li><li>Putting on makeup or doing their hair at work</li></ol>22% of UK workers say they find it annoying when a colleague skips a tea round!<div data-type="horizontalRule"><hr></div><h3 id="51cdfba8-526d-4d0e-b068-8b7e6450914e" data-toc-id="51cdfba8-526d-4d0e-b068-8b7e6450914e">How should you deal with annoying office behaviours?</h3><ul><li>Do not let it build up as you risk letting out your frustrations through an emotional reaction at a later point about something relatively minor.</li><li>Have a gentle conversation that focuses on your productivity and not the personality of the co-worker. Instead of telling someone they are “being annoying” try explaining that you are finding it difficult to focus on a complex task. Perhaps ask if your colleague could wear headphones for a while. Such an approach helps avoid direct confrontation.</li><li>If your issue relates to the laziness of a co-worker then raise it with your manager. Focus on the impact the behaviour has on you and your productivity. Explain how your co-workers delays or poor-quality output affect your ability to do your job well. Taking this approach focuses on the practical success of the organisation rather than the character of your co-worker. This approach is more likely to achieve the change you are wanting.</li><li>If you are feeling social rejection for being omitted from a tea round then that is a natural reaction because your brain processes social exclusion in the same area that it processes physical pain. So don’t be afraid to express how being excluded by co-workers makes you feel.</li></ul>Source: Gavin Parrott

A recent study of 2,000 UK employees has identified the habits that annoy co-workers the most!

Workplace etiquette – what most bothers work colleagues?

Every year on 28 April, the World Day for Safety and Health at Work shines a spotlight on a simple but critical message: safety at work is not optional - it’s fundamental.While World Health Day focuses on overall wellbeing, this day brings that message firmly into the workplace, reminding businesses that health and safety are shared responsibilities that require consistent action, not just awareness.For organisations across the UK, particularly those operating in higher-risk environments, it’s a moment to ask an important question:<figure data-type="blockquoteFigure"><div><blockquote>Are we doing enough to protect our people every day?</blockquote><figcaption></figcaption></div></figure><div data-type="horizontalRule"><hr></div><h2 id="89a35f13-6ce7-49fd-9e40-78dbc72b04b4" data-toc-id="89a35f13-6ce7-49fd-9e40-78dbc72b04b4">From awareness to accountability</h2>If World Health Day is about understanding risk, the World Day for Safety and Health at Work is about managing it.It’s about turning awareness into clear processes, strong leadership and practical action.Workplace safety is not just about policies or paperwork, it’s about:<ul><li>How risks are identified and controlled</li><li>How teams are trained and supported</li><li>How leaders set expectations and lead by example</li></ul>Ultimately, it’s about creating an environment where safety is built into daily operations, not revisited only when something goes wrong.<div data-type="horizontalRule"><hr></div><h2 id="62722e46-f467-4b07-b677-9970a1386384" data-toc-id="62722e46-f467-4b07-b677-9970a1386384">The gap between compliance and culture</h2>Most businesses understand their legal obligations. They complete risk assessments, deliver training and maintain documentation - but compliance alone doesn’t guarantee a safe workplace. The real difference lies in culture.A strong health and safety culture means:<ul><li>Employees feel confident to speak up about risks</li><li>Managers actively reinforce safe behaviours</li><li>Training is practical, relevant and ongoing</li><li>Safety is considered in every decision, not just audits</li></ul>Bridging the gap between compliance and culture is where many organisations see the biggest improvements in safety performance.<div data-type="horizontalRule"><hr></div><h2 id="94fcb28f-7923-4584-8ed7-e8f8845e4309" data-toc-id="94fcb28f-7923-4584-8ed7-e8f8845e4309">Why consistency matters</h2>Unlike one-off hazards, workplace risks are constantly evolving. New projects, changing teams, and increased workloads, especially during busy periods, can introduce new challenges. This is why health and safety management must be continuous.Key areas to regularly review include:<ul><li>Training and competency - Are employees up to date and confident?</li><li>Risk assessments - Do they reflect current working conditions?</li><li>Policies and procedures - Are they practical and being followed?</li><li>Incident response - Are lessons being learned and shared?</li></ul>Consistency in these areas helps prevent incidents and builds long-term resilience.<div data-type="horizontalRule"><hr></div><h2 id="d19120b5-9da4-4c64-ae9a-a11a0e87dc0d" data-toc-id="d19120b5-9da4-4c64-ae9a-a11a0e87dc0d">Bringing safety, training and support together</h2>Effective workplace safety doesn’t sit in isolation - it relies on a combination of training, consultancy and ongoing support.Businesses often benefit from:<ul><li>Health and safety training to build awareness and competence</li><li>Consultancy support for audits, investigations and risk management</li><li>Retained advisory services to guide day-to-day decision-making</li><li>Support in demonstrating compliance and best practice</li></ul>When these elements work together, organisations move beyond simply meeting requirements - they create safer, more confident workplaces.<div data-type="horizontalRule"><hr></div><h2 id="5b2f3825-8aab-4bb4-b861-8ae41ac7d5fd" data-toc-id="5b2f3825-8aab-4bb4-b861-8ae41ac7d5fd">A practical moment to reflect</h2>The World Day for Safety and Health at Work is an opportunity to pause and take stock. Not just of what’s in place, but how effective it really is.Ask yourself:<ul><li>Are we confident in our current approach to workplace safety?</li><li>Do our teams understand their responsibilities?</li><li>Are we preventing risks, or reacting to them?</li></ul>These are the questions that turn awareness into meaningful improvement.<div data-type="horizontalRule"><hr></div><h2 id="cd2794ee-ec5c-40b4-9c5f-ec518801b9bf" data-toc-id="cd2794ee-ec5c-40b4-9c5f-ec518801b9bf">Building safer workplaces, every day</h2>Workplace safety is not defined by a single day - it’s shaped by the actions taken every day that follows.By investing in health and safety training, consultancy and proactive risk management, businesses can protect their people, strengthen compliance and improve performance - because when safety becomes part of your culture, it doesn’t just reduce risk, it creates a stronger, more resilient organisation.<div data-type="horizontalRule"><hr></div><h2 id="4254409f-8dcb-4ed4-815b-512d0404d5bc" data-toc-id="4254409f-8dcb-4ed4-815b-512d0404d5bc">Need support with your workplace safety approach?</h2>Whether you need practical training, expert consultancy, retained advisory support, or help demonstrating your compliance credentials, we help businesses bring training, compliance and expert support together - so you can move beyond box-ticking and build a safer workplace.<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/contact">Get in touch with our team to find out more.</a>

World Day for Safety and Health at Work is a reminder that safety goes beyond compliance, it’s about building a culture that protects your people every day.

World Day for Safety and Health at Work: Turning awareness into action

Here at SSG we are frequently asked about how to deal with the risks of an employee covertly recording a grievance or disciplinary meetings and whether that recording can then be used as evidence at a tribunal.If an employer has a policy that recording meetings is prohibited it will become a disciplinary matter if an employee is found to have made a covert recording.Also, if an employee breaches such a policy but their tribunal claim is still successful it will usually reduce the amount of compensation that would have been due to them.<h3 id="22700c1b-c1aa-4097-900d-83cc634f9980" data-toc-id="22700c1b-c1aa-4097-900d-83cc634f9980">The grey area</h3>But whether a recording can be presented at tribunal even when it was made covertly is a grey area.An example where the covert recording could be allowed as evidence (for the employee’s case) would be when the individual has captured evidence of misconduct or wrongdoing that would otherwise not have come to light. This could be especially relevant if the employee has been of bullied or harassed by a more senior colleague or manager.The ability to refer to covert recordings in tribunal proceedings depends on what has been recorded.It might be that an employee has made a recording which shows that the original notes or transcript were an inaccurate representation of the meeting. For example, the notes alone may put the employer in a favourable light when reality of what occurred would be less favourable to them. A recording might show that the employer’s written version of events was a misleading representation of what was said. In such a case a judge may allow the covert recording as evidence because it would be the only way to definitively show what had been said in the meeting.But what about recordings of discussions about an employee but where they were not present?These are recorded conversations from which the employee was excluded and should not have been privy to, but which are subsequently acquired. These could be captured by a phone or on a Teams call which were left on record. Generally, these recordings would not be admissible as evidence at tribunal on the basis that such discussions are intended to be confidential between the participants.But a tribunal may rule that such a covert recording can be admissible if they showed evidence of discrimination, harassment or bullying.Source: Gavin Parrott

We are frequently asked about how to deal with the risks of an employee covertly recording a grievance or disciplinary meetings and whether that recording can then be used as evidence at a tribunal.  

What are the legal pitfalls of covertly recording meetings?

New legislation came into effect in April which guarantees that disabled people and those with health conditions will not immediately lose their benefits if they try to work or volunteer for work.The aim of the legislation is to support people to try and work without the fear of automatically facing a reassessment of their benefits or losing their existing benefits.The changes are part of the Government’s drive to “unlock work” for sick or disabled people and to boost living standards by helping them obtain secure jobs.The legislation will help remove one of the barriers to entering the workplace and should help alleviate fears of what will happen if an attempt to work is unsuccessful.Whilst disability campaigners have welcomed the legislation it will still need employers to take practical steps to enable individuals with disabilities or underlying health issues to successfully access work and then sustain it.The legislation is reliant on employers making their workplaces accessible and considering how jobs can be made flexible around the needs of the individual wishing to exercise their new “right to try” work.Employers need to consider how they can offer support and take a positive view on how individuals can be facilitated and accommodated within their organisation, but balance this by enabling the individual to deliver against what the organisation needs from the role they perform.As the legislation comes into force and practical examples emerge of how employers are helping individuals with disabilities or health issues to successfully access job roles, we will share these with you.Source: Gavin Parrott

New legislation which guarantees that disabled people and those with health conditions will not immediately lose their benefits.

'Right to try' work starts from April 2026

An engineering worker has been awarded £66,295 at tribunal after he was unfairly dismissed and suffered a detriment after he made a protected disclosure (i.e. whistleblowing) by repeatedly raising concerns about his manager’s competence.The employee, Mr Estcourt, was working for Morrison Energy and he raised concerns both in emails and verbally about the competence of his manager.He raised concerns over a three-month period and said that the manager’s lack of engineering training was putting employees and the public at risk.But after raising the concerns, Mr Estcourt was dismissed by Morrison Energy for being “obstructive in his behaviours and unsupportive in terms of operations.”The tribunal found the employer did not have reasonable grounds to dismiss Mr Estcourt and stated he had been an “exemplary employee.”<div data-type="horizontalRule"><hr></div><h2 id="c9425750-0886-424b-a2ef-56bbe55020c0" data-toc-id="c9425750-0886-424b-a2ef-56bbe55020c0">Learning for employers</h2><ul><li>Although the employee did not refer to his concerns about the manager as “protected disclosures”, the employer should have regarded them as such and followed their Whistleblowing procedure.</li><li>Employers must avoid being influenced by an employee’s decision to make a protected disclosure when considering whether to dismiss them. In this case, the employer was unable to satisfy the tribunal that the whistleblowing and their decision to dismiss were not linked.</li><li>The case is a reminder to employers that any decision to dismiss must be reasonable, based on evidence and must not be a consequence or reaction to a whistleblowing.</li><li>Employers need to be alert to the likelihood that that any employee concerns about competence, safety or professional standards may constitute protected disclosures.</li></ul>Don’t forget that in April 2026 whistleblowing law has been expanded and any report of sexual harassment will now be a protected disclosure.Source: Gavin Parrott

An engineering worker has been awarded £66,295 at tribunal after he was unfairly dismissed and suffered a detriment after he made a protected disclosure (i.e. whistleblowing)

Engineer awarded £66,000 after calling manager “incompetent”

Every year on 7 April, the world comes together to mark World Health Day, a global initiative led by the World Health Organization (WHO). It’s more than just a date in the calendar - it’s a reminder that health and wellbeing are fundamental to every aspect of life, from the workplace to our communities.For organisations across the UK, particularly in high-risk industries, the message is clear: good health isn’t just personal - it’s professional. A healthy workforce is safer, more productive, and better equipped to meet the demands of modern working environments.World Health Day shines a spotlight on key global health issues each year, encouraging individuals and businesses alike to take a closer look at how they support physical and mental wellbeing. Whether it’s improving workplace safety standards, promoting mental health awareness, or investing in training and development, small steps can make a big difference.At its core, this day is about prevention, education and action - values that sit at the heart of effective health and safety training. It’s an opportunity for companies to reflect on their responsibilities, reinforce best practices, and commit to creating healthier, safer workplaces for everyone.<div data-type="horizontalRule"><hr></div><h2 id="89a35f13-6ce7-49fd-9e40-78dbc72b04b4" data-toc-id="89a35f13-6ce7-49fd-9e40-78dbc72b04b4">The hidden risks in the workplace</h2>While many workplace hazards are visible and well-managed, some of the most significant risks are the ones we don’t always see - the so-called “silent risks”. These can develop gradually over time, often going unnoticed until they begin to impact health, wellbeing and performance.The four main hidden workplace risks to consider are:<ul><li>Stress and mental health strain Work-related stress remains one of the leading causes of ill health in the UK. High workloads, long shifts, job insecurity, and poor work-life balance can all contribute. Left unmanaged, this can lead to anxiety, burnout, reduced concentration, and increased risk of incidents at work.</li><li>Musculoskeletal injuries These are among the most common workplace issues across UK industries. Repetitive tasks, poor posture, manual handling, and inadequate workstation setup can all lead to long-term damage. What starts as minor discomfort can develop into chronic pain, reduced mobility and time off work.</li><li>Respiratory issues from dust and fumes Exposure to dust, vapours and fumes, particularly in construction, manufacturing and offshore environments, can have serious long-term health consequences. Conditions such as occupational asthma or chronic lung disease often develop slowly, making early awareness and control measures essential.</li><li>Noise-induced hearing loss Regular exposure to high noise levels can cause permanent hearing damage, often without immediate signs. In many UK workplaces, this risk is underestimated. Once hearing is lost, it cannot be restored - making prevention through proper controls and PPE critical.</li></ul>Recognising these hidden risks is the first step. Through effective training, awareness, and proactive management, businesses can protect their workforce and build a safer, healthier working environment.Other hidden workplace risks you could consider:<ul><li>Fatigue and sleep deprivation Long hours and shift work can impair judgement, slow reactions, and increase the likelihood of errors</li><li>Poor indoor air quality Inadequate ventilation or hidden contaminants can lead to headaches, fatigue, and reduced productivity</li><li>Vibration exposure (HAVS / WBVS) Prolonged use of vibrating tools or machinery can cause irreversible nerve and circulation damage</li><li>Skin exposure to hazardous substances Contact with chemicals or irritants can lead to dermatitis and longer-term health issues</li><li>Display screen equipment (DSE) strain Extended screen use can result in eye strain, headaches, and posture-related problems, especially with remote working</li><li>Complacency and routine risk Familiar tasks can lead to reduced attention and unsafe habits, increasing the chance of incidents</li></ul><div data-type="horizontalRule"><hr></div><h2 id="62722e46-f467-4b07-b677-9970a1386384" data-toc-id="62722e46-f467-4b07-b677-9970a1386384">Why prevention matters</h2>When it comes to workplace health, prevention is always better than cure (especially with “silent risks” that build up over time). Unlike immediate hazards, these issues don’t always trigger alarm bells straight away, but their long-term impact can be significant for both employees and employers.For employees, unmanaged risks like stress, poor ergonomics, or exposure to noise and airborne contaminants can lead to chronic health conditions, reduced quality of life, and in some cases, permanent damage. What might start as mild discomfort or fatigue can gradually develop into something far more serious, affecting both work and life outside of it.For employers, the consequences are just as real. Increased sickness absence, reduced productivity, higher staff turnover, and potential legal or regulatory issues can all stem from failing to address these risks. In the UK, there’s also a clear duty under health and safety law to assess and control workplace hazards, including those that aren’t immediately visible.Focusing on prevention means taking a proactive approach: identifying risks early, putting control measures in place, and ensuring employees are properly trained and supported. It’s not just about compliance, it’s about creating a culture where health is prioritised every day, not just when problems arise.Ultimately, tackling these silent risks early protects people, strengthens organisations, and supports a more sustainable and resilient workforce.<div data-type="horizontalRule"><hr></div><h2 id="94fcb28f-7923-4584-8ed7-e8f8845e4309" data-toc-id="94fcb28f-7923-4584-8ed7-e8f8845e4309">Taking action this World Health Day</h2>World Health Day is the perfect opportunity to move beyond awareness and take meaningful action. By recognising the hidden risks in your workplace and focusing on prevention, you’re not only protecting your workforce - you’re also investing in the long-term success of your business.Effective health and safety training plays a key role in this. It equips employees and managers with the knowledge to identify early warning signs, understand their responsibilities, and implement practical control measures before issues escalate.Whether it’s managing stress, improving manual handling practices, controlling exposure to hazardous substances, or reducing noise risks, the right training can make a real, measurable difference.Now is the time to review your current approach.<ul><li>Are your teams fully aware of the risks they face?</li><li>Are your control measures effective and up to date?</li><li>And most importantly, are you doing enough to prevent harm before it occurs?</li></ul>By taking proactive steps today, you can build a safer, healthier workplace for tomorrow.At SSG Training &amp; Consultancy, we support organisations with health and safety training, risk assessments and consultancy services to help manage workplace risks and improve employee wellbeing.Take a moment today to check in on your own health - and encourage your team to do the same.<a target="" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/contact">If you’d like support in improving workplace health and safety, get in touch with our team to find out how we can help.</a>

From stress to exposure risks, discover why tackling hidden hazards is essential for a healthier workplace.

World Health Day: Why it matters more than ever

<h2 id="1b5defc6-642d-4b3f-97f3-3225c9a70274" data-toc-id="1b5defc6-642d-4b3f-97f3-3225c9a70274">A fun-filled day of fundraising</h2>Last week, the SSG team came together to celebrate Red Nose Day 2026, raising money for Comic Relief through a day packed with creativity, cake and a lot of laughter.Red Nose Day is one of the UK’s biggest charity fundraising events, supporting people facing poverty and hardship both in the UK and around the world. It’s always a great opportunity to get involved, and this year was no exception.<div data-type="horizontalRule"><hr></div><h3 id="3014db32-18a8-44ea-8962-9f844c14f043" data-toc-id="3014db32-18a8-44ea-8962-9f844c14f043">Bake sale success</h3>Our office bake sale was a hit, with a brilliant mix of homemade treats and shop-bought favourites. From cakes and brownies to biscuits and snacks, there was something for everyone, and it’s safe to say the breakout area didn’t stay full for long!Most importantly, every donation helped support Comic Relief’s vital work, showing how simple workplace activities can make a meaningful difference.<div data-type="horizontalRule"><hr></div><h3 id="d750035d-6bbc-4ed1-aa76-903fd83553b5" data-toc-id="d750035d-6bbc-4ed1-aa76-903fd83553b5">Creativity on display</h3>One of the highlights of the day was our “Design Your Own Red Nose” competition.Team members got stuck in, creating some truly imaginative (and sometimes slightly outrageous!) designs. From bold and colourful to completely bonkers, the creativity on display was fantastic.With a prize up for grabs, the competition brought out plenty of friendly rivalry, and plenty of laughs along the way.<div data-type="horizontalRule"><hr></div><h2 id="7ddb07a7-207a-4350-8867-d81100ed244c" data-toc-id="7ddb07a7-207a-4350-8867-d81100ed244c">Thank you for your support</h2>A big thank you to everyone who baked, donated, took part and helped make the day such a success.Every contribution - no matter how small - helps support Comic Relief’s mission to tackle poverty and create positive change.Supporting our communities is something we genuinely care about, and days like this are a great reminder of the impact we can have when we get involved.<div data-type="horizontalRule"><hr></div><h2 id="a52f529b-f3bb-4d95-8e68-714e4b33882d" data-toc-id="a52f529b-f3bb-4d95-8e68-714e4b33882d">Looking ahead</h2>We’re already looking forward to the next opportunity to get involved and support great causes through our <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/updates/search?category=beyond-business">Beyond Business initiatives.</a>If you’d still like to support Red Nose Day, you can <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.justgiving.com/page/ssg-training-and-consultancy-4?utm_medium=FR&amp;utm_source=CL&amp;utm_campaign=020">click here to donate</a>Until then, we hope everyone had a fantastically silly Red Nose Day 2026!

Cake, creativity and a great cause - Find out how the SSG team celebrated Red Nose Day 2026 in support of Comic Relief.

Red Nose Day 2026: How the SSG team came together for Comic Relief

On 19 March, members of the SSG team swapped their warm beds for sleeping bags and took on the Great Tommy Sleep Out 2026 - all to support veterans facing homelessness across the UK.This annual event raises awareness and funds for organisations like the Royal British Veterans Enterprise (RBVE), who provide vital support to former service personnel in need.For us, it was about more than just one night outdoors; it was about standing in solidarity with those who face this reality every single day.<h2></h2><div data-type="horizontalRule"><hr></div><h2 id="d540a13e-b068-48d4-9468-d827d2e89fcb" data-toc-id="d540a13e-b068-48d4-9468-d827d2e89fcb">A small challenge, a big impact</h2>Sleeping outside for one night in the SSG car park was tough, but it’s nothing compared to what many veterans experience night after night.The Great Tommy Sleep Out is a powerful reminder of the challenges faced by those who have served our country, and why continued support for veterans and homelessness charities in the UK is so important.<div data-type="horizontalRule"><hr></div><h3 id="d8f538b1-d922-4cd8-9569-2b583fe91e44" data-toc-id="d8f538b1-d922-4cd8-9569-2b583fe91e44">Supporting RBVE and raising awareness</h3>The Royal British Veterans Enterprise (RBVE) does incredible work helping veterans rebuild their lives - from providing accommodation to supporting employment and independence.We’re really proud to say that, thanks to the generosity of supporters, the team has already raised £445.00 and counting!? If you’d like to support the cause, you can donate here: <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.justgiving.com/page/ssg-training-and-consultancy-4?utm_medium=FR&amp;utm_source=CL&amp;utm_campaign=020">https://www.justgiving.com/page/ssg-training-and-consultancy-4?utm_medium=FR&amp;utm_source=CL&amp;utm_campaign=020</a>Every donation helps provide real, practical support to veterans who need it most.<h2></h2><div data-type="horizontalRule"><hr></div><h2></h2><h3 id="1eb7a585-b805-4717-b9bd-449ce2820c9f" data-toc-id="1eb7a585-b805-4717-b9bd-449ce2820c9f">Why it matters to us</h3>Supporting our communities is something we genuinely care about. Taking part in events like this is just one of the ways we try to give back and make a positive difference.It’s also a chance for our team to come together, challenge ourselves and support a cause that really matters.<div data-type="horizontalRule"><hr></div><h2 id="e8371127-3e1f-45d0-be97-ee4a0de9e07d" data-toc-id="e8371127-3e1f-45d0-be97-ee4a0de9e07d">How you can help</h2>There’s still time to get involved.Whether it’s donating, sharing the message, or even taking part in a future event, every action helps raise awareness and support veterans facing homelessness.Support our team here,<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.justgiving.com/page/ssg-training-and-consultancy-4?utm_medium=FR&amp;utm_source=CL&amp;utm_campaign=020"> click here to donate</a>.Together, we can make a difference, even if it starts with something as simple as one night in the cold.

One night in the cold. A cause that matters every day. Read how the SSG team took part in the Great Tommy Sleep Out 2026 to support veterans experiencing homelessness.

Searching All categories...

Our Services