Workplace mental wellbeing policy SAMPLE POLICY

1 NotesA mental wellbeing POLICY for: Workplace AEffective from:00/00/00 Next review date:00/00/00 Workpl ac e mental wellbeing pol ic y: SA MPLE POLI CYThe need for a Workplace mental wellbeing policyMental i ll heal th a nd st ress are associated with many o f t he leading cau ses o f disease and disabili ty in our societ y. P romoti ng and protecti ng the m enta l wellbe ing of t he workf orce i s im po rtan t for ind iv id ua ls phy sical h ea lth , social wellbeing and prod uc ti vi fac tors in t he Workplace i nfluence the m enta l wellbe ing of indivi dual empl oy ees, part icular departments or organis ati ons as a whole. Understanding a nd addressing the fa cto rs which af fect pe ople s mental wellbe ing at work hav e a wide range o f be nefits , both fo r indivi duals a nd the organis ation. mental wellbe in g i n the Workplace i s relevant to all empl oy ees a nd ever yone can contr ibute to improved m enta l wellbe ing at work.

2 Addressing Workplace m enta l wellbe ing can help st rengt hen the positi ve, p rotecti ve fa ct ors o f empl oyment, reduc e risk fa ct ors for mental ill healt h and im prove general he alt h. It c an also h elp promote the empl oyment o f pe ople who have experie nced m ental h ea lth pr oblems, and support them once they are at work. This wor kp lace m enta l wellbe ing POLICY cov ers the fo llowi ng a spects of mental health and wellbein g: Promoti on of mental wellbei ngPromotin g t he m enta l wellbe ing of a ll staff t hrou gh : pr ovidin g i nformati on a nd rais ing aware ness about m enta l wellbe ing pr ovidin g opport unities fo r employees to l ook af ter thei r menta l wellbe ing pr omotin g policies and pr act ices that promote wellbe ing .Managemen t skillsDevelop in g sk ill s f or manage rs and supe rv is ors to: pr omote the m enta l wellbe ing of e mployee s de al with i ss ues around mental h ea lth a nd stress effe cti vely.

3 SupportProvidin g supp or t to employees th rough: pr ovidin g a work envi ronment that pr omotes and supports m enta l wellbe ing for al l empl oy ee s offering ass ist ance, a dvi ce a nd supp ort to pe ople who experie nce a m enta l healt h p roblem while in e mployment supp ort for st aff returning to work af ter a pe riod o f absence due to m ental hea lth mentHelping people get back to work after a period of a bsence due t o menta l i llness through : recruit ment pr act ice s maki ng r eason able a dj ust ments retainin g st aff who de velop a m ental h ea lth section of the POLICY could include information on some of the following topics: Why and how mental health and stress affect health Benefits to individual employees and the organisation as a whole How the organisation can promote and support mental wellbeing How the organisation can promote employment of people who have experienced mental health problems.

4 For background information for this section, see page fit! Think well! | 1 Continued on next pageWorkplace mental wellbeing POLICY : SAMPLE POLICYN otesObjectivesTo tackle w ork plac e factors that may negati ve ly a ffect mental wellbe ing, and to devel op m anagement skills to promote men tal well bei ng and mana ge mental healt h problems e ffective an employer we aim to create and promote a Workplace environment that supports and promotes the mental wellbeing of all employees. We acknowledge that certain working conditions and practices can negatively affect employees mental wellbeing , including aspects of work organisation and management, and environmental and social conditions that have the potential for psychological as well as physical actions: Give employees information on and increase their awareness of mental wellbeing . Provide opportunities for employees to look after their mental wellbeing , for example through physical activity, stress-buster activities and social events.

5 Offer employees flexible working arrangements that promote their mental wellbeing . Gi ve all staff the opportunity t o influen ce how they d o their j obs , sc ope for va rying t hei r working conditions as far as possible, and opportun it ies to devel op a nd ful ly utilise their ski lls . 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 deve lop a cult ure base d on trust, support an d mutual r espect within t he work an e mpl oy er we aim to create a nd promote a cult ure where employees are able to ta lk openly abou t their job and m ental hea lth problems a nd to r ep ort difficult ies without fear o f discrimi nation or rep ri sal.

6 2 | Think fit! Think well ! ScopeMental health problems and stress can affect anyone, regardless of their position in the organisation. This POLICY applies equally to all employees. The implementation of this POLICY will also be supported by other health and safety policies, eg, sickness absence, alcohol, drug and substance abuse, and bullying and harassment. Aim of the policyTo create a Workplace environment that promotes the mental wellbeing of all objectives should be clear and SMART: Specific, Measurable, Achievable, Realistic and where possible Time-specific. See the examples opposite. Each objective should be followed by what the organisation will do POLICY actions to meet the POLICY actions suitable for your Workplace . Some suggestions are given details of any relevant supporting example aim is given on the right. Another example is: To promote mental wellbeing for all staff in the actio ns : Give non -j udgementa l and proacti ve support to indivi dual staff who experien ce mental health pr oblems.

7 Deal sympatheti cally with staff suffer ing from mental hea lth problems due to c ircumstances ou ts ide the Workplace , a nd who consequently find it difficult to d o their j obs pr ope rly. Give new empl oy ees a comprehensiv e i nduct ion programme provi ding an un de rstanding of the org anisatio n, the establis hed policies a nd proced ures, and t he role they are expected to carry ou prov ide support and assistance for employ ees e xperien ci ng men tal h ealt h actio ns : Ens ur e i nd ivi dua ls suff er ing f rom mental h ea lth pr oblems are treated fa irly and consistently and are not m ade to f ee l g uilty a bou t thei r problems. Encourage staff to cons ult the occupati onal hea lth depart ment ( if t here is one) , their own GP, or a cou nsello r o f their c hoice. Investigate the c ontr ibuti on of working conditions and other o rganisational factors to m ental ill heal th an d re med y th is where possible.

8 In cases of long-term s ickness a bsence , put in p lace, where possible, a grad ua ted r et ur n to wor k. Make every ef fort to identify s uit able alternat iv e empl oyment, i n full d iscu ss ion with th e employee , where a ret ur n to the same j ob i s not possible due t o identified risks o r o ther f actor s. Treat all matters relating to individual employees and their mental health problems in the strictest confidence and share on a need to know basis only with consent from the individual positively encourage the employment of people who have experienced mental health problems by providing fair and non-discriminatory recruitment and selection an e mpl oy er we r ec ognise that people who h ave o r have had mental he alt h problems may have experien ced dis criminati on i n rec rui tment and se lection proced ures. Th is may dis courage them from seeking empl oyment.

9 While so me people wi ll a cknowledge thei r experience of mental h eal th i ss ues o pe nly, o thers may fe ar t hat st igma will jeopardise their c hances of getting a job. Giv en appropriate support, the v ast m aj ority of people who hav e experie nced menta l healt h pr oblems continue t o work successful ly, a s do many with o ngoing iss ues . POLICY actio ns : Sh ow a positi ve a nd en abling a ttitude to empl oy ees and job applicants with mental health iss ues . This in cl udes h avi ng posit iv e statements in rec rui tment l iteratur e. Ens ur e th at all st aff inv olv ed i n rec rui tment and se lection a re briefed on menta l health issues and the Disabil it y Disc riminat ion Act, and a re trained in appropriate i nterv iew ski lls . Make it clear, in any re cruit ment o r o ccu pational he alt h check un de rtaken, th at pe ople who have experienced m enta l he alt h iss ues will not be disc riminated against a nd that disclosure of a mental heal th pr oblem w ill en able both employee and employer to assess and provide the right level of support or adjust ment.

10 Do not make a ss umpt ions th at a person with a menta l he alt h problem will be more vulnerable to Workplace stress o r take m ore ti me off than any other empl oy ee or j ob applicant . Ens ur e a ll lin e manage rs hav e inf ormati on a nd tr aining abou t managi ng m ental hea lth in the workp fit! Think well! | 3 Workplace mental wellbeing POLICY : SAMPLE POLICYC hoose POLICY actions suitable for your Workplace . Some suggestions are given POLICY actions suitable for your Workplace . Some suggestions are given POLICY actions suitable for your Workplace . Some suggestions are given | Think fit! Think well ! To recognis e that work place str ess is a healt h an d safety iss ue, and ackno wledge the import anc e of ide ntifying and reduci ng work plac e stressors . POLICY actio ns : Identify al l wor kp lace st ressors and c onduc t ri sk assessments to eliminate st ress or c ontrol the risks from stress.