DC115-Occupational Health and Employee Wellbeing Policy

Registration Number: {{org_field_registration_no}}

Occupational Health and Employee Wellbeing Policy

1. Introduction and Purpose

Our domiciliary care company is committed to promoting and maintaining the highest standards of health and wellbeing for all employees. We recognise that the wellbeing of our workforce directly impacts the quality of care provided to service users. This Occupational Health and Employee Wellbeing Policy outlines our approach to supporting employees’ physical, mental, and emotional health, ensuring a safe and supportive working environment.

This policy aligns with the Health and Safety at Work Act 1974, the Equality Act 2010, and CQC guidelines. Our goal is to create a workplace culture that prioritises employee wellbeing, reduces health risks, and promotes resilience.

2. Scope of the Policy

This policy applies to all employees, including full-time, part-time, agency, and temporary staff. It covers all aspects of occupational health and wellbeing, including physical health, mental health, stress management, workplace safety, and access to support services.

3. Promoting Employee Wellbeing

We promote employee wellbeing through a holistic approach that encompasses physical, mental, and emotional health:

Physical Wellbeing: We encourage healthy lifestyle choices, including regular exercise, balanced nutrition, and access to occupational health services. Employees are provided with ergonomic equipment, regular health checks, and guidance on managing work-related physical strain.
Mental Wellbeing: Mental health is prioritised through awareness campaigns, access to counselling services, and mental health first aiders. We promote an open culture where employees feel comfortable discussing mental health concerns without stigma.
Work-Life Balance: Flexible working arrangements, such as adjusted schedules and remote working where possible, support employees in balancing work and personal commitments. Regular breaks and annual leave are encouraged to prevent burnout.

4. Occupational Health Services

To support employee health, we provide access to occupational health services, including:

Pre-Employment Health Screening: New employees undergo a confidential health assessment to identify any support needs or workplace adjustments.
Health Surveillance: Regular health checks are provided for employees exposed to potential workplace hazards, such as manual handling or exposure to infectious diseases.
Return-to-Work Support: Employees returning after illness or injury receive tailored support, including phased returns and workplace adjustments.
Confidential Advice: Employees can access confidential occupational health advice regarding work-related health concerns.

5. Managing Workplace Risks

We maintain a safe working environment by identifying and managing workplace risks:

Risk Assessments: Regular risk assessments are conducted to identify hazards and implement control measures. This includes assessments for lone working, manual handling, and infection control.
Workplace Adjustments: Reasonable adjustments are made to accommodate employees with disabilities or health conditions, ensuring they can perform their duties safely and comfortably.
Incident Reporting: Employees are encouraged to report health and safety concerns or workplace incidents promptly. All reports are investigated, and corrective actions are implemented.

6. Supporting Mental Health and Wellbeing

We are committed to fostering a supportive environment that promotes mental wellbeing:

Mental Health Awareness: Regular training and workshops increase awareness of mental health issues and reduce stigma.
Stress Management: Stress risk assessments identify workplace stressors, and action plans are developed to mitigate risks.

7. Absence Management and Return to Work

Effective absence management ensures employees receive appropriate support during periods of ill health:

Sickness Reporting: Employees must report absences promptly, following company procedures.
Occupational Health Referrals: Long-term or recurrent absences may result in a referral to occupational health for assessment and support.
Return-to-Work Interviews: Following any period of sickness, return-to-work interviews identify ongoing support needs and workplace adjustments.

8. Promoting a Positive Workplace Culture

We strive to create a positive workplace culture where employees feel valued and supported:

Open Communication: Regular staff meetings, feedback channels, and an open-door policy encourage employees to voice concerns.
Recognition and Rewards: Employee achievements are recognised through awards, incentives, and positive feedback.
Training and Development: Continuous professional development ensures employees feel confident and competent in their roles.

9. Health and Wellbeing Resources

Employees have access to a range of health and wellbeing resources, including:

Health promotion campaigns, such as flu vaccinations and healthy lifestyle initiatives.
Online resources, including mental health toolkits and wellbeing guides.
Support groups and peer networks for sharing experiences and advice.

10. Confidentiality and Data Protection

All health-related information is handled confidentially and in accordance with the General Data Protection Regulation (GDPR). Occupational health records are stored securely and accessed only by authorised personnel.

11. Monitoring, Review, and Continuous Improvement

To ensure the effectiveness of this policy, we:

Conduct regular employee wellbeing surveys to identify areas for improvement.
Monitor sickness absence trends and workplace incidents.
Review the policy annually and update it based on feedback, legislative changes, and best practices.

12. Conclusion

Our domiciliary care company is committed to creating a healthy, safe, and supportive workplace. By promoting employee wellbeing, providing access to occupational health services, and fostering a positive workplace culture, we ensure that our staff can thrive both professionally and personally. This commitment enhances employee satisfaction, reduces absenteeism, and ultimately improves the quality of care provided to service users.

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}}
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