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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 and support positive mental health and wellbeing for all employees at {{org_field_name}}. Mental health is equally as important as physical health, and this policy ensures that all staff members have access to support, resources, and interventions that promote a healthy work environment.

This policy aligns with:

• The Regulation and Inspection of Social Care (Wales) Act 2016, ensuring staff welfare is prioritised.
• Care Inspectorate Wales (CIW) regulations, which require care providers to support staff wellbeing, safety, and professional development.
• The Health and Safety at Work Act 1974, which places a duty on employers to ensure a safe and healthy work environment.
• The Equality Act 2010, which protects employees from discrimination related to mental health conditions.
• The Mental Health (Wales) Measure 2010, ensuring employees receive the necessary support for mental wellbeing.
• The Social Services and Well-being (Wales) Act 2014, which promotes emotional resilience and workplace support systems.

This policy aims to:

• Promote mental health awareness and reduce stigma.
• Encourage a supportive and open workplace culture.
• Provide practical support and interventions for employees experiencing mental health challenges.
• Ensure a proactive and responsive approach to mental health issues in the workplace.

2. Scope

This policy applies to:

• All employees of {{org_field_name}}, including full-time, part-time, agency, and temporary staff.
• Line managers and HR personnel, responsible for supporting employee wellbeing.
• Volunteers and students working within the care home.
• Senior leadership, responsible for ensuring a culture of support and accountability.

This policy covers:

• Mental health awareness and training.
• Workplace stress management.
• Support services and interventions.
• Managerial responsibilities in supporting employee wellbeing.
• Policies for workplace adjustments and return-to-work support.

3. Mental Health and Wellbeing at Work: Core Principles

At {{org_field_name}}, we believe that good mental health is key to a productive and safe work environment. Our approach is based on the following principles:

1. Wellbeing is a shared responsibility – All employees play a role in fostering a culture of openness and support.
2. Early intervention is key – Addressing mental health concerns proactively reduces stress and long-term absence.
3. Work-life balance is essential – Supporting flexible working arrangements, fair workloads, and reasonable adjustments reduces burnout.
4. Support must be accessible – Employees must have confidential access to support services, training, and wellbeing initiatives.
5. Zero tolerance for stigma or discrimination – Mental health challenges must be treated with the same urgency and care as physical illnesses.

4. Managing Mental Health at Work

4.1 Mental Health Awareness and Training

To create an informed and supportive workforce, {{org_field_name}} provides:

• Mental health awareness training for all employees to help them recognise signs of stress, anxiety, and depression.
• Specialist training for managers, equipping them with tools to support employees experiencing mental health challenges.
• Access to external mental health resources, such as helplines, charities, and online courses.

4.2 Identifying and Managing Workplace Stress

• Regular workplace stress assessments are conducted to identify potential triggers.
• Employees are encouraged to report stress or burnout concerns to their line managers.
• Adjustments such as shorter shifts, workload reviews, or additional breaks are made when necessary.

4.3 Creating a Supportive Workplace Culture

• Encouraging open conversations about mental health in meetings and supervision sessions.
• Providing an Employee Assistance Programme (EAP) that offers confidential counselling and mental health support.
• Wellbeing champions – Trained staff members who provide peer-to-peer support and guidance.

4.4 Support Services and Interventions

Employees experiencing mental health challenges can access:

• Confidential counselling and therapy sessions, available through the EAP or NHS services.
• Flexible working arrangements, including phased returns, remote work, or temporary role adjustments.
• Regular check-ins with managers, ensuring support is consistent and effective.

4.5 Workplace Adjustments for Mental Health

Under the Equality Act 2010, reasonable adjustments may include:

• Flexible working hours to reduce stress.
• Modified job roles or responsibilities to accommodate mental health needs.
• Access to quiet spaces for relaxation or breaks.

5. Responsibilities of Staff and Management

5.1 Responsibilities of Employees

Employees are encouraged to:

• Prioritise their mental health by seeking support when needed.
• Engage in wellbeing activities and take regular breaks.
• Communicate with managers about any workplace concerns.
• Be supportive colleagues, reducing stigma and promoting inclusivity.

5.2 Responsibilities of Managers and HR

Managers at {{org_field_name}} must:

• Create an open and non-judgmental environment where employees feel comfortable discussing mental health.
• Monitor staff workloads and address stress-related concerns.
• Recognise early signs of poor mental health and provide appropriate support.
• Ensure confidential reporting mechanisms are in place.

6. Absence, Return to Work, and Ongoing Support

6.1 Mental Health-Related Absence

• Employees who need time off for mental health reasons will be treated fairly and compassionately.
• Medical certification (from a GP or mental health professional) may be required for long-term absence.

6.2 Return-to-Work Process

• A phased return-to-work plan will be created in consultation with the employee and their healthcare provider.
• Adjustments such as reduced hours, workload modifications, or remote work may be implemented to ease the transition.

6.3 Ongoing Support and Review

• Employees returning from mental health-related absences will have regular check-ins with management.
• Adjustments will be reviewed periodically to ensure they continue to meet employee needs.

7. Workplace Wellbeing Initiatives

To promote overall mental wellbeing, {{org_field_name}} will:

• Provide staff wellbeing workshops, covering topics such as resilience, mindfulness, and stress management.
• Encourage physical activity, with options such as walking groups or fitness sessions.
• Implement mental health awareness campaigns, reducing stigma in the workplace.
• Recognise work-life balance by ensuring fair shift patterns and reasonable workloads.

8. Reporting Concerns and Seeking Help

8.1 How to Raise a Mental Health Concern

• Employees can raise concerns confidentially with their line manager, HR, or designated Wellbeing Champion.
• If an employee feels unsafe or unsupported, they can escalate concerns using the Whistleblowing Policy.
• Employees experiencing discrimination or harassment related to mental health can file a complaint under the Grievance Policy.

8.2 External Support Available

Employees will be provided with information on:

• Mental health helplines (e.g., Mind, Samaritans, NHS services).
• Local counselling and therapy services.
• Financial and legal support services, if required.

9. Related Policies

This policy should be read alongside:

• Health and Safety at Work Policy.
• Staff Supervision, Training, and Development Policy.
• Whistleblowing (Speaking Up) Policy.
• Disciplinary and Grievance Policy.
• Flexible Working Policy.

10. Policy Review

This policy will be reviewed annually or earlier if required, based on staff feedback, legal updates, and CIW requirements.

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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.