CHW115-Occupational Health and Employee Wellbeing Policy

Registration Number: {{org_field_registration_no}}

Occupational Health and Employee Wellbeing Policy

1. Purpose

The purpose of this policy is to promote and maintain the physical, mental, and emotional health and wellbeing of all employees at {{org_field_name}}. The policy ensures that staff work in a safe, supportive, and healthy environment, enabling them to perform their duties effectively while maintaining a positive work-life balance.

This policy ensures compliance with:

The Regulation and Inspection of Social Care (Wales) Act 2016, which requires care providers to promote a healthy and supportive workplace.
Care Inspectorate Wales (CIW) regulations, ensuring staff wellbeing is a core aspect of quality care delivery.
The Health and Safety at Work Act 1974, which places a legal duty on employers to provide a safe and healthy work environment.
The Equality Act 2010, which protects employees from discrimination and unfair treatment regarding health-related issues.
The Management of Health and Safety at Work Regulations 1999, which mandate risk assessments for employee health and wellbeing.
The Mental Health (Wales) Measure 2010, ensuring access to mental health support and occupational health interventions.

This policy aims to:

Promote physical and mental wellbeing among all employees.
Reduce work-related stress and prevent burnout.
Provide support and adjustments for employees with health concerns.
Ensure compliance with health and safety legislation.
Create a workplace culture that prioritises employee wellbeing, engagement, and job satisfaction.

2. Scope

This policy applies to:

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

This policy covers:

Occupational health services and referrals.
Mental and physical health support.
Workplace wellbeing initiatives.
Sickness absence and return-to-work procedures.
Adjustments for employees with health conditions.

3. Occupational Health Support

3.1 Occupational Health Services

{{org_field_name}} provides access to occupational health services, ensuring employees receive:

Confidential health assessments for work-related concerns.
Support with managing long-term conditions or disabilities.
Advice on workplace adjustments and return-to-work planning.
Vaccinations and health screening (e.g., flu jabs, Hepatitis B for clinical staff).

Employees can request an occupational health referral through HR or their line manager.

4. Promoting Employee Wellbeing

4.1 Mental Health and Emotional Wellbeing

To support mental wellbeing, {{org_field_name}} provides:

Confidential counselling services through the Employee Assistance Programme (EAP).
Mental health awareness training for all employees and managers.
Regular one-to-one check-ins with line managers to discuss wellbeing.
Access to external mental health resources, such as helplines and online support.
Stress management workshops and resilience-building sessions.

4.2 Physical Wellbeing Initiatives

Health and fitness programmes, including access to exercise and movement activities.
Regular health checks to monitor blood pressure, cholesterol, and BMI.
Promoting good nutrition, ensuring healthy food choices in staff areas.
Workplace ergonomics assessments to prevent musculoskeletal disorders.

4.3 Social Wellbeing and Work-Life Balance

Encouraging team-building activities and staff recognition schemes.
Promoting flexible working arrangements, such as part-time shifts, job sharing, or hybrid work options.
Organising staff social events to foster a positive work environment.

5. Managing Workplace Stress and Burnout

5.1 Identifying Workplace Stress

Managers are trained to identify signs of stress, including:

Increased absenteeism or lateness.
Emotional exhaustion and reduced motivation.
Changes in behaviour, such as irritability or withdrawal.
Difficulty concentrating or making decisions.

5.2 Workplace Adjustments

To support employees experiencing stress or burnout, adjustments may include:

Temporary workload reduction.
Additional supervision or peer support.
More frequent breaks or adjusted shift patterns.
Job role modifications to reduce pressure.

5.3 Workplace Culture of Openness

Employees are encouraged to speak openly about wellbeing concerns.
A non-judgmental approach is taken towards staff experiencing difficulties.
Zero tolerance for stigma or discrimination relating to mental or physical health.

6. Managing Sickness Absence and Return to Work

6.1 Reporting Sickness Absence

Employees must notify their line manager as soon as possible if they are unwell and unable to work.

If absence is longer than seven days, a fit note (medical certificate) from a GP is required.
Absences related to work-related stress must be assessed by occupational health.
Line managers must conduct return-to-work interviews for employees after absence.

6.2 Return-to-Work Support

For employees returning from long-term sickness, {{org_field_name}} will:

Conduct a risk assessment to ensure safe return to work.
Offer phased return options, such as reduced hours or lighter duties.
Provide ongoing wellbeing support through occupational health and HR.

6.3 Managing Chronic Health Conditions

Employees with chronic health conditions (e.g., diabetes, arthritis, or mental health conditions) will be offered:

Reasonable workplace adjustments, in line with the Equality Act 2010.
Flexible working arrangements, where feasible.
Access to assistive technology or mobility support if required.

7. Health and Safety in the Workplace

7.1 Workplace Risk Assessments

Regular risk assessments are conducted to identify and mitigate occupational health risks.
Manual handling training is provided to prevent musculoskeletal injuries.
Infection prevention measures, including vaccinations and PPE, are in place.

7.2 Health Surveillance for High-Risk Roles

Employees in clinical roles undergo health surveillance for exposure risks (e.g., biological hazards, handling chemicals).

8. Employee Rights and Responsibilities

8.1 Employee Responsibilities

Employees are encouraged to:

Prioritise their health and wellbeing.
Engage in wellbeing initiatives.
Report workplace stress or concerns to their manager.
Seek support from occupational health when needed.

8.2 Employer Responsibilities

{{org_field_name}} will:

Ensure a supportive and safe workplace.
Provide access to mental and physical health support.
Monitor workplace wellbeing through regular reviews and staff feedback.

9. Related Policies

This policy should be read alongside:

Mental Health and Wellbeing at Work Policy.
Health and Safety at Work Policy.
Staff Supervision, Training, and Development Policy.
Whistleblowing (Speaking Up) Policy.

10. Policy Review

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

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.