Beyond the Blue Light Podcast

About Beyond the Blue Light Podcast

Do you work for the emergency services or front-line NHS? It’s not easy, is it? Every day we can be the focus of people’s attacks – verbal or otherwise. How many times have you heard ‘I pay your wages’. The culture of your organisation can also be a challenge – red tape, bullying, or traumatic incidents, the list goes on. I’m Frank. I was a police officer for 16 years service. I now work on a variety of projects for my local community that includes running a bereavement peer support group. And I’m Tori, I was a police officer for 23 years. I am now a qualified counsellor and outdoor therapist in private practice. The Beyond the Blue Light Podcast is a show aimed at helping people like us who’ve experienced working on the front line. Every two weeks we’ll be sharing real-life stories, and practical advice to support your mental welbeing. Make sure to subscribe to Beyond the Blue Light podcast and tell your friends. You can also join our Facebook group Beyond the Blue Light podcast, take a look at the link in the shownotes and come and share your story.

Publisher

Frank Simonds & Tori Harper

Category

government · health & fitness

Language

en

Explicit

No

First episode

27 Jan 2025

Latest episode

25 May 2026

Latest episodes

10 episodes in the feed.

1. 

   25 May 2026

   Episode 9 - Guest Spot with Dr. Mark Brain

   We had some sound quality issues whilst recording this episode. It lasts for about five minutes. Please accept our apologies for this. Mark mentioned a number of resources in this episode. They are: Mark’s Thesis - https://orca.cardiff.ac.uk/id/eprint/186007/1/Final%20draft%20166.pdf (https://orca.cardiff.ac.uk/id/eprint/186007/1/Final%20draft%20166.pdf) YouTube Presentation of Mark’s Research - https://youtu.be/I1YYuG50XPs/ (https://youtu.be/I1YYuG50XPs/) Crime, Security & Justice Network - https://thecrimesecurityandjusticenetwork.wordpress.com/ (https://thecrimesecurityandjusticenetwork.wordpress.com/) Crime, Security & Justice Network Youtube - https://www.youtube.com/@CSandJ-network (https://www.youtube.com/@CSandJ-network) The book Mark mentions is - The Policing Mind: Developing Trauma Resiience for a New Era by Jessica K Miller. Published by Policy Press (2022). ISBN 13: 978-1447361909

2. 

   20 Nov 2025

   Epsiode 8 - Guest Spot: Steve Barnard from Talk Club

   Steve Barnard from Talk Club discusses the organization's mission and impact on men's mental health in this interview episode.

3. 

   5 Aug 2025

   Coping Mechanisms for Stress

   This episode of Beyond the Blue Light Podcast explores various coping mechanisms for stress, including activity, connecting with people, and mental exercises, to help listeners build their own personalized stress toolbox.

4. 

   2 Jun 2025

   Episode 6 - Bereavement

   Scarlett shares her personal story of returning to work too soon after her step-father's death, highlighting the emotional, organizational, and administrative aspects of bereavement and the importance of taking time to grieve; this is an interview.

5. 

   14 May 2025

   Episode 5 - Getting Good Work / Life Balance

   Pre-Show Notes ep. 5 Maintaining a healthy work / life balance - It’s tempting to stay on at work to please your supervisor, and the extra pay from overtime is always welcome, but how does the extra time at work affect our home life, and overall well being? The Work Life Balance Report 2024 ranked the UK 34 out of 40 countries for best work life balance with the highest rated being Spain. https://www.theaccessgroup.com/en-gb/blog/hcm-work-life-balance-report-2024/ (https://www.theaccessgroup.com/en-gb/blog/hcm-work-life-balance-report-2024/) The European Working Time Directive (EWTD) controls the amount of time people spend at work (48 hours per week), and the amount of time spent between work (11 hours minimum). Anyone can opt out of the EWTD and this is often considered necessary for those in blue light and clinical NHS.

6. 

   3 Apr 2025

   Episode 4 - Working with chronic illness

   Show notes Ep 4 Managing chronic illness at work - You want to contribute to your organisation, but you develop a chronic health condition that negatively affects your attendance. We discuss HR, problems with the Bradford Score, and other issues connected with working when ill. Bradford Score - * Originally designed for use as part of the overall investigation and management of absenteeism. In contrast, if used as part of a very limited approach to address absence or by setting unrealistically low trigger scores it was considered short-sighted, unlikely to be successful and could lead to staff disaffection and grievances. * The formula does not consider certain disabilities which may result in short term absences, such as epilepsy (https://en.wikipedia.org/wiki/Epilepsy) and asthma (https://en.wikipedia.org/wiki/Asthma), or serious but recoverable illnesses such as cancer (https://en.wikipedia.org/wiki/Cancer).[6] (#cite_note-6) * Does not account for autoimmune diseases (https://en.wikipedia.org/wiki/Autoimmune_diseases) in which the occurrence of bouts of illness can be unpredictable.[2] (#cite_note-tribune-2) The use of the Bradford Factor often provokes heated debate.[7] (#cite_note-7) * Unison (https://en.wikipedia.org/wiki/Unison_(trade_union)) argues that the Bradford Factor tends to encourage presenteeism (https://en.wikipedia.org/wiki/Presenteeism), with workers fearing disciplinary action coming to work with transmissible (https://en.wikipedia.org/wiki/Transmission_(medicine)) illnesses and risking spreading disease to others.[8] (#cite_note-8) https://www.unison.org.uk/content/uploads/2014/09/TowebFact-Sheet-on-the-Bradford-Factor2.pdf (https://www.unison.org.uk/content/uploads/2014/09/TowebFact-Sheet-on-the-Bradford-Factor2.pdf) * There are alternative employee absence measurements such as the ‘Lost Time Rate’ and the ‘Frequency Rate’, or a consolidated approach that combines all three measurements. * All methods can be applied with the assumption that employees are deliberately trying to take sickees or duvet days, or they can be used as a useful tool to indicate when certain employees need extra support. Ultimately, it’s all about context of application. Managing chronic illness 1. Understand Your Condition To manage a chronic mental illness, you need to know as much as possible about it. Research the symptoms, causes, risk factors, and treatments so you can communicate clearly with your healthcare team and make informed decisions. Knowledge is power. Understanding your illness is the first step to getting it under your control. 2. Create a Strong Support Network It’s easy to feel all alone when living with a chronic mental illness, so building a strong support system is essential. A support system can be comprised of family, friends, and support groups, either in person or online. Having people you trust in your corner allows you to do things that might be hard to accomplish on your own. A support network can also provide accountability and encouragement when times get tough. 3. Reduce Stress Because stress can worsen the symptoms of any chronic disease, it’s necessary to lower your stress levels. Spending time in nature, deep breathing, mindfulness (https://www.newportinstitute.com/our-clinical-model/modalities/mindfulness-approach/) meditation, yoga, or other forms of physical exercise are healthy ways to cope with stress. 4. Do Therapy Talk therapy and somatic therapy (body-based approaches such as yoga therapy or EMDR (https://www.newportinstitute.com/resources/treatment/emdr-therapy-healing-trauma/)) can help you understand your thought patterns and behaviors. Therapy can also help you develop healthy ways of managing your symptoms. Ongoing treatment from a trained mental health provider assists individuals with chronic mental illnesses to feel a greater sense of self-efficacy. It also enhances their overall quality of life. 5. Explore Medication Medication such as antidepressants or mood stabilizers can play a useful role in managing chronic illnesses. Medication is often used in combination with talk therapy or brain stimulation therapies. Because medication affects people in different ways, it’s important to work with a mental health provider to create a treatment plan that supports your overall health. Additional support in the form of support groups, cognitive behavioral therapy (https://www.newportinstitute.com/our-clinical-model/modalities/cognitive-behavioral-therapy-treatment/), or social skills training may be necessary. 6. Limit Alcohol and Caffeine People sometimes use alcohol to cope with anxiety and depression, but excessive drinking typically makes symptoms worse. Drinking caffeine close to bedtime can disturb the sleep/wake cycle, which is also detrimental to well-being. For people with depression or bipolar disorder, a consistent sleep schedule is important to prevent depressive or manic episodes. And limiting alcohol and caffeine intake helps keep mood and energy stable. 7. Focus on the Good Things The challenges of living with a chronic mental illness can be draining. However, it’s still important to find ways to focus on what’s working in your life. Even shifting your language from the negative (what you “can’t” do) to the affirmative (what you “can” do) can help reframe your perspective on living with a chronic condition. Expressing gratitude, celebrating your accomplishments, and surrounding yourself with optimistic people are other ways to stay positive. 8. Practice Self-Compassion It’s easy to fall into self-blame when you’re living with a chronic mental illness. Instead of comparing yourself to others and feeling inadequate, try treating yourself with acceptance (https://www.newportinstitute.com/resources/treatment/self-compassion/). You might say, “I’m feeling lethargic today. It’s not reasonable to expect myself to go to the party when I’m this tired, and that’s okay.” The less pressure you put on yourself to be perfect, the easier it is to manage the ups and downs of your condition. 9. Identify What Gives You Meaning and Purpose Knowing what gives your life meaning and purpose can be hugely helpful when managing a chronic mental health condition. Some people find a sense of meaning and purpose in their work. Others might find it through volunteering, religion, spirituality, family life, or an intimate relationship. Identify what enriches your life and invest your energy there. 10. Seek Joy Living with a chronic mental illness can be debilitating at times. That means it’s even more important to find ways to experience joy. Whether you enjoy the beach, dancing, or watching your favorite show, make time to do what makes you happy. Don’t wait until you feel well before treating yourself to pleasure. Doing things you enjoy increases the likelihood of feeling better. While mental health conditions are a sensitive and personal issue – like any health problem – most people prefer honest and open enquiries over reluctance to address the issue. Shying away from the subject can perpetuate fear of stigma and increase feelings of anxiety. Often employees will not feel confident in speaking up, so a manager making the first move to open up a dialogue can be really helpful. It’s important that managers don’t make any assumptions, though. Regular catch-ups or supervisions are an opportunity to start the conversation, which should always be in a private, confidential setting where the employee feels equal and at ease. Questions should be simple, open and non-judgemental to give the employee ample opportunity to explain the situation and their feelings in their own words. If there are specific grounds for concern, such as impaired performance, it’s important to sensitively address these at an early stage, but in all cases people should be treated in the same way as someone with a physical health condition – a good starting point is asking how they are. Questions to ask How are you doing at the moment? You seem to be a bit down/upset/under pressure/frustrated/angry. Is everything okay? I’ve noticed you’ve been arriving late recently and I wondered if you’re okay. I’ve noticed the reports are late when they usually are not. Is everything okay? Is there anything I can do to help? What would you like to happen? How? What support do you think might help? Have you spoken to your GP or looked for help anywhere else? Questions to avoid You’re clearly struggling. What’s up? Why can’t you just get your act together? What do you expect me to do about it? Your performance is really unacceptable right now – what’s going on? Everyone else is in the same boat and they’re okay. Why aren’t you? Who do you expect to pick up all the work that you can’t manage? Managers should explore how to address any difficulties which are work-related if an employee shares concerns about their mental health. Encourage the employee to see their doctor as a first step and ensure they’re aware of any support available. This could either be from the organisation, for example a confidential employee assistance helpline, or from credible external sources. Employers need to communicate clearly through policies on stress management and/or mental health that anyone experiencing challenges with their mental health will be supported. Employers need to signpost what help is available. https://www.cipd.org/en/knowledge/guides/mental-health-support-guide/#early-intervention-spotting-the-signs-of-stress-and-poor-mental-health (https://www.cipd.org/en/knowledge/guides/mental-health-support-guide/#early-intervention-spotting-the-signs-of-stress-and-poor-mental-health) Insight Timer App - https://insighttimer.com/ (https://insighttimer.com/) How anti-depressents alter your perception of reality: https://www.facebook.com/watch/?v=1156023835623308 (https://www.facebook.com/watch/?v=1156023835623308)

7. 

   12 Mar 2025

   Episode 3 - Spotting the Signs

   Show Notes Ep. 3 Spotting the signs... - How do you know if a colleague is struggling, and what do you do if they are? How best to support your colleagues. Managers who know their staff and regularly hold one-to-ones to discuss work and wellbeing are placed to spot any signs of stress or poor mental health at an early stage. Often the key is a change in typical behaviour. Symptoms will vary, as each person’s experience of poor mental health is different, but there are some potential indicators to look out for. Table 1 is not exhaustive, but it offers some useful pointers. However, if one or more of these signs is observed, this does not automatically mean the employee has a mental health problem – it could be a sign of another health issue or something else entirely. It’s important not to make assumptions or judgements, and to be led by the employee. Always take care to talk to the person directly. Table 1: Indicators of poor mental health Physical Psychological Behavioural Fatigue Anxiety or distress Increased smoking and drinking Indigestion or upset stomach Tearfulness Using recreational drugs Headaches Feeling low Withdrawal Appetite and weight changes Mood changes Resigned attitude Joint and back pain Indecision Irritability, anger or aggression Changes in sleep patterns Loss of motivation Over-excitement or euphoria Visible tension or trembling Loss of humour Restlessness Nervous, trembling speech Increased sensitivity Lateness, leaving early or extended lunches Chest or throat pain Distraction or confusion Working for longer hours Sweating Difficulty relaxing Intense or obsessive activity Constantly feeling cold Lapses in memory Repetitive speech or activity Illogical or irrational thought processes Impaired or inconsistent performance Difficulty taking information in Uncharacteristic errors Responding to experiences, sensations or people not observable by others Increased sickness absence Increased suicidal thoughts Uncharacteristic problems with colleagues Apparent over-reaction to problems Risk-taking Disruptive or anti-social behaviour Samaritans - 116 123 FREE Mind - 0300 102 1234 NHS - 111 or 999 The 8 Minute Catch-up An idea popularised by Simon Simek based on work by psychologist Dr Robert Waldinger. Agree an 8 minute time limit at the beginning of the phonecall, or text beforehand (“Have you got 8 minutes?”). The time limit forces both parties to get down to business and be striaght with each other. https://simonsinek.com/stories/the-incredible-power-of-an-eight-minute-catch-up-with-a-friend/ (https://simonsinek.com/stories/the-incredible-power-of-an-eight-minute-catch-up-with-a-friend/) Kahlon, M.K; Aksan, N; Aubrey, R; et al (2021) - Effect of Layperson-Delivered, Empathy-Focused Program of Telephone Calls on Loneliness, Depression, and Anxiety Among Adults During the COVID-19 Pandemic (A Randomized Clinical Trial). https://jamanetwork.com/journals/jamapsychiatry/fullarticle/2776786?guestAccessKey=3855e7d5-6f21-4d60-bd6f-d8c524d7ad5e&utm_source=For_The_Media&utm_medium=referral&utm_campaign=ftm_links&utm_content=tfl&utm_term=022321 (https://jamanetwork.com/journals/jamapsychiatry/fullarticle/2776786?guestAccessKey=3855e7d5-6f21-4d60-bd6f-d8c524d7ad5e&utm_source=For_The_Media&utm_medium=referral&utm_campaign=ftm_links&utm_content=tfl&utm_term=022321) Empathy focussed calls aid Diabetes management https://www.emjreviews.com/diabetes/news/empathy-focused-phone-calls-found-to-aid-diabetes-management/ (https://www.emjreviews.com/diabetes/news/empathy-focused-phone-calls-found-to-aid-diabetes-management/) Using empathy in Communication https://www.physio-pedia.com/Using_Empathy_in_Communication (https://www.physio-pedia.com/Using_Empathy_in_Communication) Mental health conditions don’t necessarily stay the same. They can fluctuate over time. If you experience changes in mood, physical health, or behavior, you may need additional support. Examples of these types of changes are: Suicidal thoughts or behaviours Sudden sweating, increased heart rate, trouble breathing, or nausea Noticeable changes in appetite and eating Hallucinations Withdrawal from family, friends, or activities you enjoy Large gaps in memory Disturbed sleep patterns; feeling fatigued no matter how much you sleep Outbursts of anger, hostility, or violence These symptoms may indicate the need for a higher level of care, such as residential (https://www.newportinstitute.com/programs/residential/) or outpatient (https://www.newportinstitute.com/programs/outpatient/) treatment. https://www.cipd.org/en/knowledge/guides/mental-health-support-guide/#early-intervention-spotting-the-signs-of-stress-and-poor-mental-health (https://www.cipd.org/en/knowledge/guides/mental-health-support-guide/#early-intervention-spotting-the-signs-of-stress-and-poor-mental-health) A key part of spotting the signs is managers being alert to the potential workplace triggers, such as: people working long hours and not taking breaks unrealistic expectations or deadlines high-pressure environments unmanageable workloads or lack of control over work negative relationships or poor communication an unsupportive workplace culture or lack of management support job insecurity or poor change management high-risk roles lone working. External triggers may also affect an employee’s mental health and wellbeing, such as: childhood abuse, trauma or neglect social isolation or loneliness experiencing discrimination and/or stigma social disadvantage, poverty or debt bereavement severe or long-term stress having a long-term physical health condition unemployment or losing your job homelessness or poor housing being a long-term carer for someone drug and alcohol misuse domestic violence, bullying or other abuse as an adult significant trauma as an adult, such as military combat, being involved in a serious incident in which someone fears for their life, or being the victim of a violent crime physical causes – for example, a head injury or a neurological condition such as epilepsy can have an impact on behaviour and mood. It’s important to rule out potential physical causes before seeking further treatment for a mental health problem.

8. 

   26 Feb 2025

   Episode 2 - Smells Like Team Spirit

   Show Notes Episode 2 - Smells Like Team Spirit Morale is not just an issue for the military, it can affect any group of employees. How can morale be raised within a team, and examples of when employers get it right, and wrong. ‘Gareth’s’ story (ITV - Sep 2024) https://www.itv.com/news/wales/2024-09-05/south-wales-fire-nothing-has-changed-since-daming-review-says-firefighter (https://www.itv.com/news/wales/2024-09-05/south-wales-fire-nothing-has-changed-since-daming-review-says-firefighter) A serving firefighter has described how he believes South Wales Fire and Rescue Service (https://www.itv.com/news/topic/south-wales-fire--rescue)has not acted on the findings of a damning review into its culture. 'Gareth', which is not his real name, told ITV Cymru Wales (https://www.itv.com/news/wales/topic/wales-this-week) that "things that haven’t been dealt with and the same old things on station are still being said". He said if issues continue at the scandal-hit service, it could pose a risk to the public's safety. 'Gareth' said when issues first came to light about bad behaviour at South Wales Fire, he was relieved that he wasn't alone in thinking there were problems. He told us he had witnessed people making "racist jokes, racist comments about people’s skin, people’s religion, people fleeing horrendous situations." "There was a story about someone in charge of a watch who had taken the brave step to come out as part of the LGBTQ+ community", he said. "Then a picture of their face was put on top of a Christmas tree fairy and that was put on top of the Christmas tree. I can just imagine if you were part of that community how that made you feel and how you didn’t think you were accepted as part of South Wales Fire and Rescue Service." 'Gareth' said, "it’s not something that I thought I would have to contend with joining a public service". When a review was announced into the culture at the service, 'Gareth' says he was hopeful that it would lead to meaningful change. He said he was "really excited for this prospect of change. I knew a lot of people really didn’t think that anything would come of the report but I was one of those minority that thought: ‘Yes, this is going to lead to something productive and useful and help us’." However, more than eight months later, frontline staff told us a very different story. 'Gareth' says "everything seems to have just not moved along at all." He told us he is looking for ways to leave the fire service. "Morale is really low, I don’t want to work there anymore". "Nothing is happening, nothing is changing. The same old things on station are still being said, people are still gaining advantages because of people they know and I’m back to the point where we were a year ago, where I’m just not proud anymore." 'Gareth' wants to see change soon, but he says without accountability, things cannot improve. “There needs to be a wider conversation about how we have let things get to this stage”, he said, “and how do we go about learning from the mistakes of the past and making sure they are never repeated and no one ever has to suffer unnecessarily again”. COVID a significant factor especially for ambulance and NHS staff. Improving Morale When increasing morale, small things can make a big difference. - Important to take breaks (especially meal breaks). - Take time to decompress after shift (ideally as a team). - Team social activities. If you're interested in having a team day at a Go Ape Adventure Centre, there are 37 across England, Scotland, and Wales (and no, we're not being sponsored by them, we just think they're brill)! They also offer a 10% discount for Blue Light and NHS workers. Have a look at their website here: https://goape.co.uk/ (https://goape.co.uk/)

9. 

   11 Feb 2025

   Episode 1 - Mental Health vs. Career

   Show Notes - Episode 1: Mental Health vs Career Don't forget that there is an extended discussion in relation to issues raised in the episode at the Betond the Blue Light Community Facebook Group - https://www.facebook.com/groups/618892260536745 (https://www.facebook.com/groups/618892260536745) Mental Health vs. Career - When our mental health takes a dip and we need help, is it wise to tell our employer? Are we required to do so? What are the consequences if we don’t? Tell or not? https://www.mind.org.uk/information-support/legal-rights/discrimination-at-work/telling-my-employer/#ShouldITellMyEmployerAboutMyMentalHealthProblem (https://www.mind.org.uk/information-support/legal-rights/discrimination-at-work/telling-my-employer/#ShouldITellMyEmployerAboutMyMentalHealthProblem) Fire - Grey Book; Part B; General Priniciple 2 - “Where the fire and rescue authority believes that an employee’s medical condition could prevent him or her from carrying out his or her duties, the employee may be required to undergo a medical examination.” Grey Book; Part B; General Principle 21 - Entitlement to sick pay shall be conditional on the employee fulfilling the following obligations: (1) That notification is made immediately to the person identified for this purpose by the fire and rescue authority. Your employer’s responsibility to you when you develop mental ill health is primarily covered by the Equality Act 2010, unless you are a police officer when police regulations and the Equality Act apply. Pol Fed Quick Guide to regs: https://www.polfed.org/media/19098/qrg-2023-06-12-23-v1.pdf (https://www.polfed.org/media/19098/qrg-2023-06-12-23-v1.pdf) Fire & Rescue Services ‘Grey Book’ (6th Ed): https://www.fbu.org.uk/sites/default/files/publications/Grey%20Book%20LO-RES.updated%202009.pdf (https://www.fbu.org.uk/sites/default/files/publications/Grey%20Book%20LO-RES.updated%202009.pdf) Redmans Solicitors: Sickness at Work - A Guide for Employees:- https://redmans.co.uk/guide/sickness-at-work/ (https://redmans.co.uk/guide/sickness-at-work/) Able Futures (assistance (including grants) for reasonable adjustments if you suffer from MIH): https://able-futures.co.uk/individuals (https://able-futures.co.uk/individuals) Maximus (DWP assistance in making RA at work for those with MIH): https://atw.maximusuk.co.uk/ (https://atw.maximusuk.co.uk/)

10. 

    27 Jan 2025

    Podcast Trailer 27/01/2025, 16:35:38

    You can join our facebook page at: https://www.facebook.com/profile.php?id=61568198166659 (https://www.facebook.com/profile.php?id=61568198166659) After every episode, there is an extended conversation on our facebook group 'Beyond the Blue Light Podcast Community': https://www.facebook.com/groups/618892260536745 (https://www.facebook.com/groups/618892260536745) To contribute to the show, email us at: beyondthebluelightpodcast@gmail.com We look forward to hearing your story.

Reach and audience

Public platform figures. Ratings count people who left a rating, not total listeners.

Spotify

5.0 / 5

1 ratings

Podcast Authority Score: 12 / 100

A composite of feed quality, social presence, YouTube performance and engagement. Read the methodology.

Quality

12

Social presence

0

YouTube

0

Engagement

32

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