NA35-Staff Support and Wellbeing Policy

Registration Number: {{org_field_registration_no}}

Staff Support and Wellbeing Policy

1. Purpose

The purpose of this policy is to outline the commitment of {{org_field_name}} to promote and safeguard the physical, mental, and emotional wellbeing of all staff, including registered nurses, healthcare assistants, and other temporary workers who are engaged on a zero-hours or other flexible contract basis. Staff wellbeing is directly linked to high-quality, safe, and effective care for service users, and as such is fundamental to the agency’s success. {{org_field_name}} recognises that working within the health and social care sector can be both rewarding and demanding. This policy provides guidance on how the organisation will support its workforce, both reactively and proactively, to ensure a healthy, resilient, motivated, and valued workforce. This policy is fully aligned with relevant UK legislation, including but not limited to the Health and Safety at Work etc. Act 1974, the Employment Rights Act 1996, the Working Time Regulations 1998, the Equality Act 2010, the Care Act 2014, and the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014. This policy applies best practices recommended by the Care Quality Commission (CQC) and Skills for Care, especially regarding the wellbeing of agency staff working in the care sector.

2. Scope

This policy applies to all: Registered nurses, healthcare assistants, and other temporary workers supplied by {{org_field_name}} to care homes and other health and social care settings. Directors, office-based staff, and anyone engaged in the operations of {{org_field_name}}. Situations relating to working conditions, health and safety, mental health, emotional wellbeing, stress management, safeguarding of staff, and access to support. The policy applies during all stages of the staff relationship, including recruitment, induction, deployment, and ongoing assignment through the agency.

3. Related Policies

Health and Safety Policy – Equality, Diversity, and Inclusion Policy – Whistleblowing Policy – Grievance Policy – Anti-Bullying and Harassment Policy – Safeguarding Adults Policy – Disciplinary Policy – Training and Development Policy

4. Commitment to Staff Wellbeing

{{org_field_name}} is committed to: Promoting the physical, emotional, and psychological wellbeing of all staff. Creating and maintaining a culture of openness, trust, and fairness. Recognising and supporting the unique pressures faced by agency nurses and healthcare assistants, especially when working in unfamiliar or demanding care settings. Offering accessible avenues for staff to raise concerns about their wellbeing or working conditions. Ensuring staff receive appropriate induction, ongoing support, and access to advice and assistance when needed. Taking preventative and remedial action to reduce work-related stress and promote resilience.

5. Director’s Responsibilities

Since {{org_field_name}} does not have a registered manager, the directors will be directly responsible for: Leading by example in promoting staff wellbeing, including maintaining a healthy work environment. Ensuring the implementation of this policy through robust procedures and regular communication. Providing appropriate resources and systems to support staff wellbeing. Responding promptly and sensitively to concerns raised by staff. Ensuring fair treatment and avoiding discrimination in line with the Equality Act 2010. Monitoring staff feedback, complaints, and incidents to identify trends that may indicate wellbeing concerns. Reviewing this policy annually or sooner if there are legislative or operational changes.

6. Responsibilities of All Staff

All staff engaged by {{org_field_name}} are responsible for: Taking reasonable care of their own health and wellbeing. Identifying and raising concerns about working conditions, workloads, or wellbeing to the agency in a timely manner. Cooperating with measures put in place to protect their own health, safety, and wellbeing and that of their colleagues and service users. Attending mandatory training and participating actively in supervision and appraisal processes. Supporting colleagues and promoting a positive working culture.

7. Creating a Supportive Working Environment

{{org_field_name}} will ensure: Staff are matched to placements that are suitable for their skills, qualifications, and experience. All agency workers receive a thorough induction that covers health and safety, safeguarding, professional conduct, and the expectations of the client organisation. Placement information is provided before each assignment to minimise anxiety, including shift patterns, key contacts, and relevant policies. Staff are informed of appropriate escalation procedures within both the agency and the placement. Staff are encouraged to discuss any factors affecting their wellbeing, including workload, workplace challenges, or personal difficulties that may impact their role.

8. Working Time and Rest

{{org_field_name}} complies fully with the Working Time Regulations 1998 and related amendments. Staff have the right to: Adequate rest breaks during and between shifts. A minimum daily and weekly rest period. Paid annual leave entitlement in accordance with the law. Reasonable limits on working hours to prevent excessive fatigue, stress, and harm. Staff are expected to monitor their own working patterns, and the agency will take steps to intervene where excessive hours or unsafe working patterns are identified.

9. Stress and Mental Health

{{org_field_name}} acknowledges that stress is a major contributor to poor mental health and may arise from work-related or personal factors. The agency will: Encourage open communication and early identification of stressors. Provide access to confidential advice and support services where necessary. Where appropriate, signpost staff to relevant mental health resources or support organisations. Make reasonable adjustments to placement arrangements or working patterns to alleviate work-related stress. Ensure that staff know how to report concerns relating to bullying, harassment, or discrimination and provide appropriate support where such concerns arise.

10. Support Structures

Staff will have access to: Telephone support from the agency during office hours and an on-call service for urgent matters outside office hours. A dedicated point of contact within {{org_field_name}} who can provide advice, support, and signposting to additional resources. Regular contact from {{org_field_name}} representatives, particularly during challenging placements. Supervision and feedback opportunities to reflect on work and address concerns. Encouragement to access counselling, occupational health, or external wellbeing services where appropriate.

11. Equality, Diversity, and Inclusion

{{org_field_name}} is committed to promoting equality and diversity. Staff will not be treated less favourably due to protected characteristics such as race, sex, religion, disability, age, sexual orientation, or gender identity. All staff have the right to a safe working environment free from bullying, harassment, and discrimination. Staff who experience or witness discrimination are encouraged to report it immediately to the agency in line with the Whistleblowing or Grievance Policy.

12. Supervision, Appraisal, and Development

{{org_field_name}} will provide: Access to supervision and appraisal sessions for agency staff. Opportunities for staff to reflect on wellbeing, workload, placement suitability, and training needs. Constructive feedback and recognition of staff contributions. Access to additional training or support where needed to improve competence and confidence, which contributes positively to wellbeing.

13. Whistleblowing and Raising Concerns

Staff are encouraged to raise concerns at the earliest opportunity if they believe their wellbeing, or the wellbeing of colleagues or service users, is at risk. Staff can raise concerns without fear of victimisation, harassment, or reprisal. Staff may raise concerns via: Informal discussion with the agency’s designated contact. Formal use of the agency’s Whistleblowing Policy. Anonymously, if preferred, using channels identified within the Whistleblowing Policy. The directors will take concerns seriously and investigate in line with agency procedures.

14. Training

All staff will receive training on: The principles of this Staff Support and Wellbeing Policy. Recognising signs of stress, fatigue, or burnout in themselves or colleagues. Reporting procedures for wellbeing concerns. Equality, diversity, and inclusion. Supervision and reflective practice.

15. Monitoring and Evaluation

Directors will: Review incident reports, complaints, and placement feedback to monitor potential wellbeing issues. Conduct staff surveys or feedback sessions to assess how staff perceive their wellbeing and agency support. Audit working hours and patterns to ensure compliance with the Working Time Regulations and best practice. Use monitoring data to make continuous improvements to staff support arrangements.

16. Policy Review

This policy will be reviewed annually or earlier if: Legislative changes occur. Staff feedback, audit findings, or incidents indicate improvements are needed. CQC or other regulatory guidance changes. The directors of {{org_field_name}} will take full responsibility for the policy’s implementation, monitoring, and review.

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.