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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Self-Care, Wellbeing, and Personal Treatment Policy

1. Purpose

The purpose of this policy is to ensure that {{org_field_name}} promotes a healthy, supportive, and professional work environment where employees can prioritise self-care, maintain well-being, and access personal treatment services without negatively impacting their duties or the care of people we support.

This policy ensures that:

• Staff maintain physical, emotional, and mental well-being to provide safe and effective care.
• Employees receive support to manage stress, workload, and personal health.
• Staff understand appropriate personal treatment standards, ensuring professionalism in care settings.
• Compliance with CQC regulations, health and safety laws, and employment legislation.
• A positive workplace culture where self-care is encouraged, reducing burnout and absenteeism.

2. Scope

This policy applies to:

• All employees, including full-time, part-time, agency, and voluntary workers.
• Managers and senior staff, responsible for implementing well-being initiatives.
• HR teams, responsible for ensuring staff have access to occupational health support.
• External health and well-being providers, including counselling services and NHS support.

3. Legal and Regulatory Compliance

This policy aligns with:

CQC Regulations (Health and Social Care Act 2008, Regulated Activities Regulations 2014)

• Regulation 12 (Safe Care and Treatment) – Ensures that staff well-being does not compromise the quality of care provided​.
• Regulation 18 (Staffing) – Requires staff to be competent and physically/mentally fit to perform their roles​.
• Regulation 17 (Good Governance) – Mandates the provider to ensure systems are in place for staff well-being​.
• Regulation 10 (Dignity and Respect) – Ensures employees and people we support are treated with respect and compassion​.

Other Relevant Laws and Guidance

• The Health and Safety at Work Act 1974 – Employers must ensure staff are physically and mentally fit for work.
• The Equality Act 2010 – Requires employers to provide reasonable adjustments for staff with health conditions.
• The Mental Health Act 1983 – Ensures appropriate mental health support for employees.
• The General Data Protection Regulation (GDPR) & Data Protection Act 2018 – Governs confidentiality in medical and well-being discussions.

4. Self-Care and Wellbeing Initiatives

4.1. Encouraging a Culture of Self-Care

{{org_field_name}} recognises that staff well-being is essential for delivering high-quality care. To promote self-care:

• Managers lead by example, encouraging breaks and self-care activities.
• Staff are encouraged to recognise early signs of stress and fatigue.
• Access to occupational health support is provided for both physical and mental health needs.
• Flexible working requests are considered for staff managing long-term health conditions.

4.2. Physical Wellbeing and Health Promotion

To maintain physical well-being, {{org_field_name}} provides:

• Free health check-ups for staff, including blood pressure and general wellness screenings.
• Flu vaccinations and infection control measures, reducing absenteeism.
• Nutritional support, including access to healthy meal options during shifts.
• Guidance on physical activity, such as posture training for manual handling roles.

4.3. Mental Health and Emotional Wellbeing Support

Mental health is prioritised through:

• Access to Employee Assistance Programmes (EAPs), offering confidential counselling.
• Well-being champions and mental health first aiders, providing peer support.
• Regular stress risk assessments, ensuring workplace conditions support well-being.
• Mindfulness and relaxation techniques, including quiet spaces for reflection.

4.4. Work-Life Balance and Managing Stress

To support work-life balance, {{org_field_name}}:

• Encourages regular breaks and rest periods during shifts.
• Implements fair and flexible rostering, reducing excessive workloads.
• Supports staff taking annual leave fully, preventing burnout.
• Provides time-off for family emergencies, ensuring staff can balance personal responsibilities.

5. Personal Treatment and Professional Standards

5.1. Personal Grooming and Hygiene in the Workplace

To maintain professionalism and hygiene in a care setting:

• Staff must adhere to the Dress Code Policy, ensuring a clean and professional appearance.
• Personal hygiene must be maintained, including clean uniforms, trimmed nails, and appropriate footwear.
• Perfume and strong scents should be minimised, preventing discomfort for people we support.
• Jewellery and accessories must be minimal, reducing infection risks.

5.2. Use of Personal Treatments in the Workplace

• Medication should not be self-administered in front of people we support, unless medically necessary and documented.
• Staff must avoid discussing personal medical treatments with people we support or their families.
• Alternative therapies (e.g., essential oils, herbal treatments) should not be applied at work, unless approved by management.
• Medical devices (e.g., insulin pumps, hearing aids) must be used appropriately, without interfering with care delivery.

5.3. Accessing Medical Treatment During Working Hours

• Staff should schedule non-urgent medical appointments outside of working hours.
• If an urgent medical issue arises during work, the line manager must be informed immediately.
• Occupational health referrals can be arranged for work-related health concerns.

6. Staff Training and Responsibilities

6.1. Training on Self-Care and Wellbeing

All employees must receive training on:

• Managing stress and maintaining resilience.
• The importance of self-care in health and social care roles.
• Recognising burnout and knowing when to seek support.
• Healthy lifestyle choices and infection prevention.

Training is reviewed annually as part of CPD (Continuing Professional Development).

6.2. Responsibilities of Staff in Maintaining Wellbeing

• Employees must take responsibility for their own well-being, reporting health concerns early.
• Staff must use provided well-being services, including counselling and support groups.
• Employees must respect professional boundaries, ensuring personal issues do not impact care quality.

6.3. Manager Responsibilities in Supporting Wellbeing

Managers must:

• Monitor workplace stress levels and adjust workloads as necessary.
• Encourage open conversations about well-being, providing a supportive environment.
• Ensure all staff have access to mental health support and well-being initiatives.
• Address concerns raised in staff well-being surveys to improve working conditions.

7. Monitoring and Compliance

7.1. Wellbeing Audits and Feedback

To ensure compliance and effectiveness, {{org_field_name}} will:

• Conduct annual staff well-being surveys to assess workplace satisfaction.
• Monitor absence rates and sickness trends, identifying stress-related concerns.
• Hold one-to-one supervision meetings to discuss individual well-being needs.
• Review staff feedback on well-being initiatives, making improvements where necessary.

7.2. Reporting Concerns About Wellbeing

• Staff who experience physical, emotional, or mental health concerns should report them confidentially to HR.
• Whistleblowing procedures can be used if workplace practices negatively affect staff well-being.
• Anonymous reporting options are available for staff hesitant to raise concerns openly.

8. Related Policies

This policy should be read alongside:

• CH18 – Risk Management and Assessment Policy​.
• CH27 – Staff Supervision, Training, and Development Policy​.
• CH28 – Staff Conduct and Code of Ethics Policy​.
• CH34 – Confidentiality and Data Protection (GDPR) Policy​.
• CH29 – Flexible Working and Work-Life Balance Policy​.

9. Policy Review

This policy will be reviewed annually, or sooner if:

• CQC regulations change.
• Staff feedback suggests improvements.
• New well-being initiatives are introduced.

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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.