DCW109-Mental Health and Wellbeing at Work Policy

Registration Number: {{org_field_registration_no}}

Mental Health and Wellbeing at Work Policy

1. Purpose

The purpose of this policy is to ensure that {{org_field_name}} promotes a supportive and mentally healthy workplace, recognising that good mental health is essential for staff well-being, productivity, and the delivery of high-quality care. This policy outlines preventative measures, early interventions, and ongoing support to maintain positive mental health for all employees, ensuring compliance with Care Inspectorate Wales (CIW) regulations and best practices.

This policy ensures compliance with:

The Health and Safety at Work Act 1974 – Requires employers to protect the mental and physical health of employees.
The Equality Act 2010 – Protects employees from discrimination related to mental health conditions.
The Management of Health and Safety at Work Regulations 1999 – Mandates risk assessments to manage workplace stress and mental health risks.
The Social Services and Well-being (Wales) Act 2014 – Promotes well-being and support for care workers.
Care Inspectorate Wales (CIW) Regulations – Requires care providers to ensure staff well-being and mental health support.

2. Scope

This policy applies to:

All employees, including care workers, managers, and administrative staff.
Volunteers, agency staff, and temporary workers within {{org_field_name}}.
Supervisors and managers responsible for staff well-being.

It covers:

Creating a mentally healthy workplace.
Recognising and managing work-related stress.
Providing mental health support and interventions.
Reducing stigma and promoting open conversations.
Training and development to support mental well-being.

3. Commitment to Mental Health and Well-being

{{org_field_name}} is committed to:

Creating a workplace culture that values mental health and emotional well-being.
Providing support, resources, and adjustments for employees experiencing mental health challenges.
Ensuring staff feel comfortable discussing mental health without stigma.
Reducing workplace stressors and promoting a positive work-life balance.

4. Creating a Mentally Healthy Workplace

4.1 Work-Life Balance and Flexible Working

Employees can request flexible working arrangements to support their well-being (DCW49).
Reasonable adjustments will be made for staff experiencing mental health challenges.
Encouragement of breaks and annual leave to prevent burnout.

4.2 Managing Workloads and Job Pressures

Regular workload reviews to prevent excessive stress.
Clear job descriptions and expectations to reduce uncertainty.
Encouraging teamwork and peer support to share responsibilities.

4.3 Safe and Inclusive Workplace Culture

Zero-tolerance policy for bullying, discrimination, and harassment.
Encouraging open dialogue about mental health through team meetings and supervision.
Creating a safe space for employees to discuss mental health concerns confidentially.

5. Recognising and Managing Work-Related Stress

5.1 Common Workplace Stressors

Work-related stress may arise from:

Heavy workloads or unrealistic deadlines.
Emotional impact of providing care.
Conflict with colleagues or managers.
Lack of control over work schedules.

5.2 Identifying Signs of Stress and Mental Health Challenges

Managers and staff should look for:

Changes in behaviour or mood (withdrawal, irritability, anxiety).
Decreased work performance and increased absenteeism.
Physical symptoms (fatigue, headaches, trouble sleeping).
Expressions of distress, frustration, or burnout.

5.3 Mental Health Risk Assessments

Regular stress risk assessments conducted to identify workplace mental health risks.
Action plans created to reduce stressors in the work environment.
One-to-one well-being reviews for staff experiencing work-related stress.

6. Providing Mental Health Support and Interventions

6.1 Employee Assistance Programme (EAP)

Employees have access to confidential counselling and support services.
Mental health helplines and external resources will be provided.

6.2 Mental Health First Aiders

Trained mental health first aiders are available to support employees experiencing distress.
Staff are encouraged to approach a designated well-being champion when needed.

6.3 Reasonable Adjustments for Employees with Mental Health Conditions

Employees experiencing anxiety, depression, PTSD, or other mental health conditions may receive:

Adjusted work hours or duties to reduce stress.
Additional breaks or reduced workload where necessary.
Temporary remote working options (if applicable).
Extended phased return-to-work plans after sickness leave.

7. Reducing Stigma and Promoting Open Conversations

7.1 Encouraging Mental Health Awareness

Regular well-being workshops and awareness campaigns.
Promoting World Mental Health Day and workplace initiatives.
Senior management leading by example, discussing well-being openly.

7.2 Confidentiality and Non-Discrimination

Mental health disclosures will be kept strictly confidential.
No employee will face discrimination for discussing or experiencing mental health concerns.

7.3 Support Networks

Peer support groups for care workers experiencing emotional stress.
Regular well-being check-ins by line managers.

8. Training and Development to Support Mental Well-being

8.1 Mandatory Staff Training

All employees must complete:

Mental health awareness training.
Managing stress and resilience workshops.
Recognising and responding to mental health concerns in colleagues and service users.

8.2 Management Training on Mental Health

Supervisors and managers will receive:

Training on how to support employees with mental health conditions.
Guidance on conducting sensitive conversations about well-being.
Training on stress risk assessment and workload management.

9. Reporting Concerns and Seeking Help

9.1 How to Report Mental Health Concerns

Employees can raise mental health concerns confidentially with their line manager or HR.
Concerns may also be reported through the Whistleblowing Policy (DCW29).
Anonymous reporting mechanisms are available for staff who feel uncomfortable speaking openly.

9.2 Supporting Employees in Crisis

If an employee is in severe distress or at risk of harm, immediate action will be taken.
Managers will refer employees to crisis support services if needed.
If necessary, emergency contact or family members may be informed (with consent).

10. Monitoring and Compliance

The Registered Manager is responsible for monitoring mental health and well-being initiatives.
Annual staff surveys will assess mental well-being and workplace culture.
Quarterly audits will review stress risk assessments and well-being action plans.
Care Inspectorate Wales (CIW) inspections will assess workplace well-being compliance.

11. Related Policies

This policy should be read in conjunction with:

Health and Safety at Work Policy (DCW16).
Lone Working and Staff Safety Policy (DCW41).
Whistleblowing (Speaking Up) Policy (DCW29).
Staff Conduct and Code of Ethics Policy (DCW28).
Maternity Leave Policy (DCW51).
Flexible Working Policy (DCW49).

12. Policy Review

This policy will be reviewed annually or sooner if required by legislative updates, CIW guidance, or operational needs.

Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
Reviewed on: {{last_update_date}}
Next Review Date: {{next_review_date}}
Copyright © {{current_year}} – {{org_field_name}}. All rights reserved.