Staff health and well being policy
Mental ill health and stress are associated with many of the leading causes of disease and disability in our society. Promoting and protecting the mental wellbeing of the workforce is important for individuals’ physical health, social wellbeing and productivity.
Many factors in the workplace inﬂuence the mental wellbeing of individual employees. Understanding and addressing the factors which affect people’s wellbeing at work have a wide range of beneﬁts, both for individuals and the organisation.
Wellbeing in the workplace is relevant to all employees and everyone can contribute to improved wellbeing at work. Addressing workplace wellbeing can help strengthen the positive, protective factors of employment, reduce risk factors for mental ill health and improve general health. It can also help promote the employment of people who have experienced mental health problems, and support them once they are at work.
This policy covers the following aspects of mental health and wellbeing:
Promoting the mental health and wellbeing of all staff through:
- providing information and raising awareness about mental wellbeing
- providing opportunities for employees to look after their mental wellbeing
- promoting policies and practices that promote wellbeing.
Developing skills for managers and supervisors to:
- promote the wellbeing of employees
- deal with issues around mental health and stress effectively.
Providing support to employees through:
- providing a work environment that promotes and supports wellbeing for all
- offering assistance, advice and support to people who experience a health
- problem while in employment
- support for staff returning to work after a period of absence due to health
Helping people get back to work after a period of absence due to illness through:
- recruitment practices
- making reasonable adjustments
- retaining staff who develop a mental health problem.
To tackle workplace factors that may negatively affect wellbeing, and to develop management skills to promote wellbeing and manage health problems effectively.
As an employer we aim to create and promote a workplace environment that supports and promotes the wellbeing of all employees. We acknowledge that certain working conditions and practices can negatively affect employees’ wellbeing, including aspects of work organisation and management, and environmental and social conditions that have the potential for psychological as well as physical harm.
- Increase staff awareness of wellbeing.
- Provide opportunities for employees to look after their wellbeing, for example through physical activity, stress-buster activities and social events.
- Offer employees ﬂexible working arrangements, if possible, that promote their mental wellbeing.
- Give all staff the opportunity to inﬂuence how they do their jobs, scope for varying their working conditions as far as possible, and opportunities to develop and fully utilise their skills.
- Set employees realistic targets that do not require them to work unreasonable hours.
- Ensure all staff have clearly deﬁned job descriptions, objectives and responsibilities and provide them with good management support, appropriate training and adequate resources to do their job.
- Manage conﬂict effectively and ensure the workplace is free from bullying and harassment, discrimination and racism.
- Establish good two-way communication to ensure staff involvement, particularly during periods of organisational change
To develop a culture based on trust, support and mutual respect within the workplace. As an employer we aim to create and promote a culture where employees are able to talk openly about their job and mental health problems and to report difﬁculties without fear of discrimination or reprisal.
Mental health problems and stress can affect anyone, regardless of their position in the organisation. This policy applies equally to all employees.
Aim of the policy
To create a workplace environment that promotes the health and wellbeing of all employees.
- Give non-judgemental and proactive support to individual staff who experience health problems.
- Deal sympathetically with staff suffering from health problems, both mental and physival, due to circumstances outside the workplace, and who consequently ﬁnd it difﬁcult to do their jobs properly.
- Give new employees a comprehensive induction programme providing an understanding of the organisation, the established policies and procedures, and the role they are expected to carry out.
Policy actions to provide support and assistance for employees:
- Ensure individuals suffering from health problems are treated fairly and consistently and are not made to feel guilty about their problems.
- Encourage staff to consult their own GP, or a counsellor of their choice.
- Investigate the contribution of working conditions and other organisational
- factors to ill health and remedy this where possible.
- In cases of long-term sickness absence, put in place, where possible, a graduated return to work.
- Make every effort to identify suitable alternative employment, in full discussion with the employee, where a return to the same job is not possible due to identiﬁed risks or other factors.
- Treat all matters relating to individual employees and their health problems in the strictest conﬁdence and share on a ‘need to know’ basis only with consent from the individual concerned.
As an employer we recognise that people who have or have had health problems may have experienced discrimination in recruitment and selection procedures. This may discourage them from seeking employment. While some people will acknowledge their experience of health issues openly, others may fear that stigma will jeopardise their chances of getting a job. Given appropriate support, the vast majority of people who have experienced health problems continue to work successfully, as do many with ongoing issues.
- Show a positive and enabling attitude to employees and job applicants with health issues. This includes having positive statements in recruitment literature.
- Ensure that all staff involved in recruitment and selection are briefed on health issues and the Disability Discrimination Act, and are trained in appropriate
- interview skills.
- Make it clear, in any recruitment or occupational health check undertaken, that people who have experienced health issues will not be discriminated against and that disclosure of a health problem will enable both employee and employer to assess and provide the right level of support or adjustment.
- Do not make assumptions that a person with a mental health problem will be more vulnerable to workplace stress or take more time off than any other
- employee or job applicant.
- To recognise that workplace stress is a health and safety issue, and acknowledge the importance of identifying and reducing workplace stressors.
- Identify all workplace stressors and conduct risk assessments to eliminate stress or control the risks from stress. These risk assessments will be regularly reviewed.
- Provide training in good management practices, including those related to health and safety and stress management.
- Provide adequate resources to enable managers to implement the organisation’s agreed workplace health and wellbeing policy.
Everyone has a responsibility to contribute to making the workplace health and wellbeing policy effective.
Playbox management committe (PMC) have a responsibility to:
- Monitor the workplace, identify hazards and risks and take steps to eliminate or reduce these as far as is reasonably practicable.
- Assist and support employees who are known to have health problems or are
- experiencing stress outside work – for example due to bereavement or separation.
- Ensure staff are provided with the resources and training required to carry out their job.
- Monitor workloads to ensure that people are not overloaded.
- Monitor working hours and overtime to ensure that staff are not overworking, and monitor holidays to ensure that staff are taking their full entitlement.
- Ensure staff are provided with meaningful developmental opportunities.
- In addition, PMC will ensure that staff performing a management or supervisory function have sufficient competence to discharge the function in a manner consistent with the maintenance of health and well being in the workplace.
The manager has a responsibility to:
- Organise training and awareness courses on workplace health and wellbeing in conjunction with suitable experts.
- Provide advice and support to employees and managers in relation to this policy.
- Monitor and report on levels of sickness absence which relate to health
- problems including stress-related illness (in conjunction with the occupational health service).
Employees have a responsibility to:
- Raise issues of concern and seek help from their manager.
- Accept opportunities for counselling when recommended.
Indicators to measure effectiveness could include:
- working hours and patterns
- accidents at work
- staff complaints
- staff sickness levels
- staff turnover
- early retirement through ill health
- exit interviews
This policy will be reviewed anually
Adopted by the PMC March 2021 signed Jane Sharp – Chairperson