{{org_field_logo}}

{{org_field_name}}

Registration Number: {{org_field_registration_no}}

---

Workforce Wellbeing and Support Policy

1. Purpose

The purpose of this policy is to ensure that {{org_field_name}} provides a supportive, safe, and positive working environment that promotes the wellbeing of all employees. We recognise that the physical and mental wellbeing of our workforce is essential in delivering high-quality care to the people we support. This policy sets out the measures in place to support the mental, physical, and emotional health of our employees, ensuring they feel valued, motivated, and resilient in their roles.

We are committed to:

• Fostering a culture that prioritises staff wellbeing.
• Providing access to mental health and emotional support services.
• Ensuring work-life balance and flexible working arrangements where possible.
• Offering training, career development, and supervision to support professional growth.
• Creating a safe and inclusive workplace where all staff feel supported and respected.
• Regularly monitoring and improving our wellbeing support measures.

2. Scope

This policy applies to all:

• Employees working for {{org_field_name}}, including full-time, part-time, and temporary staff.
• Supervisors and managers responsible for supporting staff wellbeing.
• Volunteers, trainees, and agency workers engaged with {{org_field_name}}.
• Senior leadership and HR teams responsible for policy implementation.

3. Legal and Regulatory Framework

This policy is designed to comply with:

• Care Inspectorate Scotland wellbeing and workforce support guidance.
• Scottish Social Services Council (SSSC) Codes of Practice.
• Health and Safety at Work Act 1974 (duty to provide a safe working environment).
• Equality Act 2010 (commitment to non-discrimination and equal treatment).
• Management of Health and Safety at Work Regulations 1999.
• General Data Protection Regulation (GDPR) and Data Protection Act 2018 (confidentiality of health-related data).

4. Workforce Wellbeing Strategy

At {{org_field_name}}, we take a proactive approach to workforce wellbeing, ensuring that our employees receive the necessary support, recognition, and opportunities for growth. Our strategy includes:

4.1 Mental Health and Emotional Wellbeing

• We provide access to confidential mental health support services, including counselling and Employee Assistance Programmes (EAP).
• Staff are encouraged to discuss stress or mental health concerns with their manager without stigma.
• We promote a culture of openness, where employees can talk about mental health issues without fear of discrimination.
• Wellbeing champions or mental health first aiders are available within the organisation.

4.2 Physical Health and Wellbeing

• Regular occupational health assessments ensure employees remain fit for their roles.
• Access to ergonomic workplace adjustments to reduce strain and injury.
• Promotion of healthy lifestyle choices, including information on diet, exercise, and smoking cessation.
• Encouragement of regular breaks to prevent burnout, particularly in demanding care roles.
• Access to flu vaccinations and health screenings where possible.

4.3 Workload Management and Stress Prevention

• Managers regularly review staffing levels to ensure appropriate workload distribution.
• Flexible working arrangements (e.g., shift adjustments, remote admin work) are available where possible.
• Regular one-to-one meetings with managers help employees discuss workload concerns and receive necessary adjustments.
• Implementation of a stress risk assessment framework to identify and address workplace stressors.

4.4 Supervision and Support Structures

• Regular supervision meetings provide a safe space for staff to discuss challenges and receive guidance.
• Reflective practice sessions allow staff to share experiences, learn from colleagues, and build resilience.
• Peer support networks and mentoring schemes are available to new and existing staff.
• Line managers are trained in effective communication, coaching, and support techniques.

4.5 Professional Development and Career Progression

• We offer comprehensive induction training to support new employees in their roles.
• Ongoing skills development and CPD (Continuing Professional Development) opportunities.
• Access to funding and sponsorships for additional qualifications and leadership development.
• Internal promotion opportunities to encourage career progression within {{org_field_name}}.

5. Managing Workplace Concerns

5.1 Addressing Bullying, Harassment, and Discrimination

• {{org_field_name}} has a zero-tolerance policy on bullying, harassment, and discrimination.
• Clear procedures are in place for reporting and addressing concerns confidentially.
• Training is provided on creating an inclusive and respectful workplace.

5.2 Support Following Workplace Incidents

• Staff affected by traumatic incidents, verbal abuse, or aggression receive immediate support.
• Debriefing and emotional support are offered after critical or distressing events.
• Risk assessments are updated to prevent further incidents.

6. Communication and Employee Engagement

• Regular staff surveys gather feedback on wellbeing and workplace culture.
• Team meetings and forums encourage open discussion about wellbeing initiatives.
• A suggestion scheme allows employees to propose improvements to workplace wellbeing.
• An annual workforce wellbeing report is produced, highlighting progress and areas for improvement.

7. Monitoring and Continuous Improvement

• Workforce wellbeing is reviewed in line with Care Inspectorate Scotland standards.
• Absence trends, exit interviews, and performance data are monitored for early signs of wellbeing concerns.
• Policies and procedures are updated annually to reflect best practices and employee feedback.

8. Related Policies

This policy should be read alongside:

• Health and Safety Policy.
• Equal Opportunities and Diversity Policy.
• Disciplinary and Grievance Policy.
• Training and Development Policy.
• Whistleblowing Policy.

9. Policy Review

This policy will be reviewed annually or sooner if there are legislative updates or identified areas for improvement.

---

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.