Please find our Mental Health & Wellbeing Policy below.
Our Policy
Introduction
We are dedicated to promoting and safeguarding the mental health and wellbeing of employees and others affected by our operations.
Continuous efforts are made to enhance the mental health environment and workplace culture by identifying, addressing, and reducing harmful practices, processes, or behaviours that may contribute to psychological harm or illness.
These considerations are integrated into our Workplace Wellbeing Risk Assessment.
Reasonable steps will be taken to prioritise mental health within the organisation by implementing and maintaining processes that actively support mental health and wellbeing.
Definitions
Mental health is defined as a state of wellbeing in which an individual can cope with everyday stresses and work productively. Mental ill health occurs when emotional wellbeing is compromised.
- The adverse reaction people experience due to excessive pressure or demands.
- Defined by the World Health Organisation (WHO) as “a state of complete physical, mental, and social wellbeing, and not merely the absence of disease or infirmity"
- According to the Economic and Social Research Council, “a state of being with others, where human needs are met, where one can act meaningfully to pursue one’s goals, and where one enjoys a satisfactory quality of life.”
Policy Statement
We are committed to protecting and fostering the mental health and wellbeing of employees and others impacted by our work.
Efforts will be ongoing to improve the workplace environment and culture by identifying, eliminating, or mitigating harmful practices, procedures, and behaviours that could result in psychological harm or illness. These elements will form a core part of our Workplace Wellbeing Risk Assessment.
The organisation will take all reasonable measures to promote mental health by developing and maintaining processes that prioritise employee wellbeing and support.
Policy Aim
To create a working environment that fosters and supports the mental health and wellbeing of all employees.
Scope
This policy will adhere to Health and Safety legislation and best practice guidelines.
- The relevant legislation includes:
- The Health and Safety at Work Act 1974
- The Management of Health and Safety at Work Regulations 1999
- The Equality Act 2010
This policy will be created in alignment with existing organisational policies and procedures. It will be supported at all levels of the company, developed and implemented across all departments, and evaluated and reviewed as necessary.
- The relevant legislation includes:
Objectives
Address Workplace Factors:
- Identify and mitigate workplace elements that negatively impact mental health.
- Equip managers with skills to support mental wellbeing and address mental health concerns effectively.
- Conduct risk assessments to identify potential psychological stressors, with clear signage displayed where necessary.
- Foster a Supportive Culture:
- Promote a culture of respect, inclusivity, and understanding.
- Ensure all employees are treated with dignity and supported in a collaborative environment free from inappropriate behaviour.
- Promote Mental Wellbeing:
- Create an environment that prioritises the mental wellbeing of all employees.
- Recognise and address working conditions or practices that may negatively affect mental health, such as organisational, environmental, or social factors.
- Training Opportunities:
- Offer additional training upon request, such as Mental Health Awareness Training, to support both employees and managers in understanding and addressing mental health challenges.
Code of Conduct
The Code of Conduct outlines the standards of behaviour expected from all employees to ensure a respectful, safe, and supportive work environment. Additional info may be found within the employees' handbook that all members of staff have and sign for.
Expectations:
- Respectful Communication:
- Treat all colleagues with dignity and respect, using positive and constructive language.
- Avoid derogatory remarks, swearing, or any form of verbal abuse.
- Zero Tolerance for Bullying and Harassment:
- Engage in behaviours that promote inclusivity and support.
- Refrain from bullying, intimidation, or any form of harassment, including inappropriate or unrequested sexual conduct.
- Zero tolerance towards any violent conduct.
- When a worker has made a mistake – management or other staff must not yell at the individual.
- In the workplace, the line between a heated moment and verbal harassment can sometimes become blurred, but it’s critical to understand when a supervisor or manager yelling at an employee cross into the territory of harassment.
- Yelling, especially when it’s repetitive or excessively aggressive, can be considered a form of workplace harassment, particularly if it’s targeted at an individual’s characteristics or background. This is especially true if the yelling includes discriminatory behaviour or language based on aspects such as: race, national origin, gender, sexual orientation, other protected categories .
- Rather managers and workers – to avoid this form of bullying or harassment, it is everyone’s duty to maintain a respectful workplace that does not cause stress or anxiety to the individual and to others. Otherwise, a culture of fear will be unhealthy for the entire workforce.
- Harassment is not just about the words spoken; it’s also about the intent and the impact those words have. For instance, if a manager consistently yells at an employee in a way that belittles or intimidates them because of their national origin or sexual orientation, it becomes more than just a disciplinary issue—it’s a violation of workplace harassment policies and, potentially, of the law.
- If a mistake occurs, it’s usually better to address the issue calmly and constructively, focusing on how to prevent similar mistakes in the future rather than reacting with anger. If issues arise consistently, it may be more effective to follow formal procedures, such as performance reviews or disciplinary actions, rather than resorting to shouting.
- Supportive Environment:
- Foster a workplace where everyone feels safe to express their thoughts and concerns without being ridiculed.
- Encourage collaboration and positive interactions across all departments.
- Recognise Diversity:
- Appreciate the differences among colleagues and understand that friendships and interactions may vary across departments.
- Be mindful of cultural sensitivities and individual circumstances.
- Reporting Issues:
- Report any incidents of bullying, harassment, or disrespectful behaviour to a line manager, HR, or designated workplace health champion.
- Support colleagues in speaking up about any concerns they may have.
Consequences: to adhere to the Code of Conduct may result in disciplinary action, which could include counselling, training, or more serious measures depending on the severity of the behaviour.
- Respectful Communication:
Policy Actions
To create and maintain a workplace environment and culture that supports mental health and wellbeing while preventing discrimination (including bullying, harassment, and racism):
- To enhance employee knowledge and awareness of mental health and wellbeing issues and behaviours.
- To reduce stigma surrounding depression and anxiety in the workplace.
- To encourage active employee participation in a variety of initiatives that promote mental health and wellbeing.
- To provide employees with information and raise awareness about mental wellbeing.
- To incorporate details about the mental health and wellbeing policy into the employee induction programme.
- To establish systems that promote predictable working hours, reasonable workloads, and flexible working practices where appropriate.
- To ensure all staff have clearly defined job descriptions, objectives, and responsibilities, along with effective management support, appropriate training, and adequate resources.
- To facilitate effective two-way communication to encourage staff involvement, particularly during periods of organisational change.
- To clarify employees’ roles within the organisation, ensuring they have a sense of control over how their work is organised.
- To design jobs that are suitable for the individual, providing relevant training, supervision, and support as needed.
- To ensure a physical environment that supports mental health and wellbeing, including ergonomically designed workstations with suitable lighting, noise levels, heating, ventilation, and adequate facilities for breaks.
- To promote and support opportunities for professional development, as identified during appraisals.
- To provide training for designated staff in the early identification, causes, and appropriate management of mental health issues such as anxiety, depression, stress, and change management.
- Implement a zero-tolerance policy towards bullying, harassment, and any form of inappropriate conduct, including but not limited to verbal abuse, pressure, or unwanted sexual advances, which can lead to anxiety and stress among employees.
To Provide Support
To ensure that individuals experiencing mental health problems are treated fairly and consistently, without feelings of guilt regarding their challenges:
- To manage the return to work for those who have faced mental health issues and, in cases of long-term sickness absence, implement a phased return to work where feasible.
- To provide assistance, advice, and support to employees dealing with mental health problems while in employment.
- To ensure employees are aware of the support available through occupational health services, the Employee Assistance Programme, or their own GP or counsellor.
- To make every effort to identify suitable alternative employment tasks, in consultation with the employee, when returning to the same job is not possible due to identified risks or other factors.
- To treat all matters related to individual employees and their mental health issues with the utmost confidentiality, sharing information only on a ‘need to know’ basis and with the individual’s consent.
To Encourage
To maintain a positive and supportive attitude towards employees and job applicants with mental health issues, including incorporating positive statements in recruitment materials.
- To ensure that all staff involved in recruitment and selection are informed about mental health issues and the Disability Discrimination Act, and receive training in appropriate interview techniques.
- To provide all line managers with information and training on effectively managing mental health in the workplace.
To Recognise
Mental health conditions may qualify as disabilities if they have a significant and long-term effect on normal daily activities, with "long-term" defined as lasting or expected to last 12 months.
If such a condition affects an employee’s health, safety, or wellbeing, we will make reasonable adjustments to their role to provide the necessary support. General and individual risk assessments will include considerations for disabled employees, tailored to their specific abilities and requirements where needed.
Workplace Stress
To recognise and understand that workplace stress is a health and safety issue, acknowledging the importance of identifying and reducing workplace stressors.
- To adopt the principles of the HSE Stress Management Standards for employees or groups that may be affected by stress.
- To identify all workplace stressors and conduct risk assessments to eliminate or control the risks associated with stress. These risk assessments will be reviewed regularly.
- To provide training in effective management practices, including those related to health and safety and stress management.
- To offer confidential counselling and ensure adequate resources are available.
Responsibilities
Everyone has a responsibility to contribute to making the workplace mental wellbeing policy effective.
Managers have a responsibility to:
- Monitor the workplace, identify hazards and risks, and take reasonable steps to eliminate or reduce these risks.
- Ensure effective communication between management and staff, especially during organisational and procedural changes.
- Assist and support employees known to have mental health issues or those experiencing stress outside of work, such as due to bereavement or separation.
- Ensure that staff have the necessary resources and training to perform their jobs effectively.
- Monitor workloads to prevent staff from becoming overloaded.
- Track working hours and overtime to ensure that employees are not overworking, and ensure that staff take their full holiday entitlement.
- Provide staff with meaningful development opportunities.
Additionally, senior management will ensure that individuals in management or supervisory roles possess the competence necessary to maintain mental health in the workplace.
The Human Resources Department has the responsibility to:
- Organise training and awareness courses on workplace mental wellbeing in collaboration with appropriate experts.
- Provide advice and support to employees and managers regarding this policy.
- Monitor and report on levels of sickness absence related to mental health issues, including stress-related illnesses, in conjunction with the occupational health service and departmental managers.
Employees have a responsibility to:
- Raise concerns and seek help from their safety representative, line manager, Human Resources, or occupational health department, or utilise the Employee Assistance Programme.
- Accept counselling opportunities when recommended.
Communication
Employees will be informed about the mental health and wellbeing policy and the support resources available to them. Regular updates will be provided through line management to keep everyone informed and aware of the policy.
Crisis Support
In the event of a mental health crisis, it is crucial to seek immediate assistance. Employees are encouraged to take the following steps:
- Speak to a Trusted Colleague or Supervisor: If you feel comfortable, discuss your situation with someone you trust in the workplace who can provide support.
- Contact HR or Occupational Health: Reach out to the Human Resources department or the occupational health service for guidance and support.
- Emergency Services: If you or someone else is in immediate danger, call emergency services (999 in the UK) or go to the nearest hospital.
- Crisis Helplines: Consider contacting one of the following helplines for confidential support:
- Samaritans: 116 123 (available 24/7 for anyone in distress)
- Mind: 0300 123 3393 (provides information and support)
- Shout: Text “SHOUT” to 85258 (a free text support service)
Remember, you are not alone, and support is available. Taking the first step to seek help can make a significant difference.
Counselling & Therapy
We do not currently provide in-house counselling, but there are many avenues for support, including private services, NHS options, and charity organisations. If you’re struggling with your mental health, it’s important to consult your GP. They can assess your needs and direct you to the appropriate counselling or therapy services that may benefit you.
This page touches upon the options you may come across. You can use this information as a starting point
- Online Counselling (www.nationalcounsellingsociety.org/find-counsellor). Online counselling is a good option for people who may need a more flexible and convenient arrangement. The two sources above are a useful place to start.
- Relate (Live Chat). This charity has a Live Chat where you can talk to a trained relationship counsellor. These free and confidential sessions usually last around 25 minutes.
- Cups (www.7cups.com). A secure online (and really friendly) service where you can instant-message trained ‘listeners’ for instant help, guidance and support 24/7. You can also join group chats, and take advantage of their self-help tools and mindfulness exercises. You can even become a trained listener yourself!
Alternative Therapy
If you’re looking for a therapy that breaks away from the conventional, you might be interested in alternative therapies. Even though their approaches differ, most practices aim to treat both mental and physical ailments:
- Acupuncture
- Aromatherapy
- Ayurveda
- Chinese Medicine
- Chiropractic
- Homeopathy
- Kinesiology
- Massage
- Naturopathy
- Osteopathy
- Reflexology
- Reiki
These practices & exercises are also very popular & proven to improve physical & mental health:
- Pilates
- Tai Chi
- Yoga
Helpful Charities
- Harmless
Website: www.harmless.org.uk - Time to Change
Website: www.time-to-change.org.uk
Helpful Extras
The following resources are also available should you seek support.
- Mindful Meditation
- Headspace
- Calm
- Smiling Mind
- Buddhify
- To help you sleep
- Sleep Easily Meditation
- Relax Melodies
- Guided Mediations
- Headspace
- Yoga for Beginners
- Magazines & Online Publications
- Audio (Ted Talks - http://ted.com/talks)
- Ted talks are a great way to find a talk on almost anything. Here are 3 talks that can assist with your wellbeing.
- Don't suffer from your depression in silence
- All it takes is 10 mindful minutes
- Your body language may shape who you are
- Mindful Meditation
Monitoring & Review
The policy, along with status updates and evaluation reports, will be distributed to management and made available upon request through their line manager. The Human Resources Department (or an appropriate individual) will be responsible for reviewing the mental wellbeing policy and monitoring its effectiveness in achieving its aims and objectives. This policy will be reviewed at least once a year.