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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Mental Health and Wellbeing at Work Policy

1. Purpose

The purpose of this policy is to promote a mentally healthy workplace at {{org_field_name}} by providing a supportive environment that protects, enhances, and maintains the mental health and well-being of all employees. Mental health is essential for personal well-being, team productivity, and ensuring the highest quality of care for the people we support.

This policy ensures that:

• Staff feel valued, supported, and empowered to discuss mental health concerns without fear of stigma.
• A proactive and preventative approach is taken to promote mental well-being.
• Mental health is managed with the same level of importance as physical health.
• Clear procedures exist for recognising, responding to, and supporting staff experiencing mental health challenges.
• The organisation meets CQC regulations, Health and Safety at Work legislation, and employment law regarding staff well-being.

2. Scope

This policy applies to:

• All employees, including full-time, part-time, agency, and voluntary workers.
• Line managers and senior leaders, responsible for implementing well-being initiatives.
• Occupational health professionals, external support services, and HR teams.
• The management team, ensuring that policies, risk assessments, and support mechanisms are in place.

3. Legal and Regulatory Compliance

This policy aligns with the following legal and regulatory frameworks:

• Health and Social Care Act 2008 (Regulated Activities) Regulations 2014:
  • Regulation 18 (Staffing) – Ensures staff receive adequate support to maintain their well-being​.
  • Regulation 12 (Safe Care and Treatment) – Ensures that staff well-being does not impact the quality and safety of care​.
  • Regulation 17 (Good Governance) – Requires policies and procedures to support staff well-being and mental health​.
• Health and Safety at Work Act 1974 – Requires employers to protect employees from work-related stress.
• Management of Health and Safety at Work Regulations 1999 – Requires risk assessments to protect staff from workplace stressors.
• Equality Act 2010 – Protects staff with mental health conditions from discrimination.
• The Mental Health Act 1983 – Ensures that employees with mental health needs receive appropriate support.
• The General Data Protection Regulation (GDPR) & Data Protection Act 2018 – Protects the confidentiality of employees’ mental health information.

4. Mental Health and Well-being Management at Work

4.1. Promoting a Positive Mental Health Culture

{{org_field_name}} is committed to fostering a mentally healthy workplace by:

• Encouraging open discussions about mental health without stigma.
• Recognising that mental health is as important as physical health.
• Providing mental health awareness training for all staff.
• Encouraging a work-life balance to reduce stress and burnout.
• Creating a safe, respectful, and inclusive environment where staff feel valued.

4.2. Identifying and Preventing Workplace Stress

Managers must conduct regular stress risk assessments to:

• Identify work-related stressors, such as workload, staffing pressures, or workplace conflicts.
• Monitor absenteeism and staff turnover, which may indicate mental health concerns.
• Provide flexible working arrangements where appropriate.
• Encourage peer support and mentoring, reducing feelings of isolation.

Common work-related stressors that must be addressed include:

• Excessive workload or lack of control over tasks.
• Bullying, harassment, or discrimination.
• Lack of recognition or career progression opportunities.
• Exposure to distressing situations, such as end-of-life care.
• Work-life imbalance, leading to exhaustion.

4.3. Early Identification of Mental Health Issues

Managers and staff must be able to recognise early signs of mental health concerns, which may include:

• Increased absenteeism or lateness.
• Changes in work performance or behaviour.
• Withdrawal from colleagues or social situations.
• Physical signs of stress, such as headaches or fatigue.
• Expressions of anxiety, sadness, or irritability.

If a manager or colleague notices these signs, they must:

• Offer a confidential, supportive discussion.
• Encourage the employee to seek professional support.
• Ensure reasonable adjustments are made where needed.
• Refer to occupational health or mental health services if necessary.

4.4. Providing Support for Employees with Mental Health Concerns

Employees experiencing mental health issues must be supported through:

• Confidentiality and respect, ensuring their privacy is protected.
• Access to counselling and mental health support services.
• Referral to occupational health, if workplace adjustments are required.
• Well-being action plans, tailored to the individual’s needs.
• Phased return-to-work plans, for employees returning after mental health-related absences.

4.5. Role of Line Managers in Mental Well-being

Line managers play a critical role in supporting staff by:

• Holding regular one-to-one meetings to check on staff well-being.
• Encouraging staff to raise concerns early without fear of judgment.
• Ensuring that all team members receive training on workplace mental health.
• Recognising when external support (e.g., GP, counsellors) may be required.
• Adapting workloads where necessary to reduce stress.

4.6. Work-Life Balance and Reasonable Adjustments

To promote mental well-being, {{org_field_name}} encourages:

• Flexible working arrangements, including adjusted shifts or remote work where possible.
• Breaks during the working day, allowing staff to recharge.
• Annual leave to be taken regularly, preventing burnout.
• Reduced hours or role modifications where necessary to support recovery.
• Quiet spaces for staff to use if feeling overwhelmed.

4.7. Staff Training and Awareness

All staff must receive mental health awareness training, covering:

• Understanding common mental health conditions (e.g., anxiety, depression, PTSD).
• Recognising signs of stress and burnout.
• How to support colleagues experiencing mental health issues.
• Using positive coping strategies and self-care.
• Understanding confidentiality and when to escalate concerns.

Managers must also receive specialist training on:

• Conducting stress risk assessments.
• Having sensitive conversations about mental health.
• Making reasonable adjustments for mental health conditions.
• Supporting staff through bereavement and trauma.

4.8. Mental Health Support Services Available

{{org_field_name}} provides access to:

• Employee Assistance Programmes (EAPs), offering confidential counselling.
• Occupational health services, assessing work-related mental health risks.
• Mental health first aiders, trained to support staff in distress.
• Signposting to NHS mental health services if additional support is needed.
• Support groups and peer mentoring, promoting a culture of well-being.

5. Monitoring and Compliance

To ensure compliance with this policy:

• Annual staff well-being surveys will be conducted to assess workplace mental health.
• Managers must document all mental health-related discussions confidentially.
• Absence rates and stress-related incidents will be monitored and reviewed.
• Policies and procedures will be updated regularly, based on feedback and best practices.

6. Related Policies

This policy should be read alongside:

• CH18 – Risk Management and Assessment Policy​.
• CH27 – Staff Supervision, Training, and Development Policy​.
• CH34 – Confidentiality and Data Protection (GDPR) Policy​.
• CH16 – Health and Safety at Work Policy​.

7. Policy Review

This policy will be reviewed annually, or sooner if legislative updates or staff feedback indicate improvements are needed.

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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.