{{org_field_logo}}

{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Staff Wellbeing and Mental Health Policy

1. Purpose

The purpose of this Staff Wellbeing and Mental Health Policy is to affirm {{org_field_name}}’s commitment to promoting and protecting the mental health, wellbeing, and resilience of all temporary workers and office-based staff. Working in health and social care, particularly in temporary and agency roles, can be highly demanding and emotionally challenging. This policy outlines the support framework that {{org_field_name}} has put in place to enable all workers to maintain good mental health, access help when needed, and work in an environment where wellbeing is prioritised. This policy also aims to reduce stigma, promote awareness, and ensure that managers and directors are equipped to respond sensitively and appropriately to mental health and wellbeing matters. This policy complies with the Health and Safety at Work etc. Act 1974, the Equality Act 2010, the Management of Health and Safety at Work Regulations 1999, the Mental Health Act 1983 (as amended), the Care Act 2014, and the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014.

2. Scope

This policy applies to:

• All temporary workers employed by {{org_field_name}}, including registered nurses, healthcare assistants, and support staff working under zero-hours or casual contracts
• All office-based staff and directors of {{org_field_name}}
• All settings in which temporary workers are placed, including care homes, nursing homes, residential services, and other healthcare environments
• All stages of employment, including recruitment, placement, supervision, performance management, and exit processes

3. Related Policies

• Supervision and Appraisal Policy
• Grievance Policy
• Equality, Diversity, and Inclusion Policy
• Incident Reporting and Management Policy
• Whistleblowing Policy
• Safeguarding Adults and Children Policy
• Complaints Policy

4. Legal Framework

This policy is underpinned by:

• The Health and Safety at Work etc. Act 1974 (duty to ensure health, safety, and welfare of employees)
• The Equality Act 2010 (duty to make reasonable adjustments for those with disabilities, including mental health conditions)
• The Management of Health and Safety at Work Regulations 1999 (requirement for risk assessments)
• The Care Act 2014 (promoting wellbeing)
• The Health and Social Care Act 2008 (Regulated Activities) Regulations 2014
• The Mental Health Act 1983 (as amended)

5. Statement of Commitment

{{org_field_name}} is committed to:

• Supporting the mental health and wellbeing of all staff
• Promoting a culture of openness, inclusivity, and mutual support
• Encouraging work-life balance, stress management, and resilience
• Addressing workplace stressors and risks to mental health proactively
• Ensuring that managers and directors are equipped to recognise and respond appropriately to mental health concerns
• Ensuring temporary workers are supported even when working in external client environments where the agency has limited direct control

6. Key Principles

Temporary workers and staff can expect:

• To be treated with dignity and respect
• To have access to mental health support, guidance, and signposting
• To be able to raise wellbeing concerns without fear of stigma or discrimination
• To receive appropriate adjustments when needed
• To work within a positive organisational culture that values wellbeing

7. Identifying Risks to Wellbeing

{{org_field_name}} recognises that temporary workers may face:

• High workloads
• Emotional demands (e.g., exposure to death, distress, or challenging behaviour)
• Role uncertainty
• Shift work and irregular hours
• Isolation when working independently
• Limited peer support when deployed to unfamiliar settings

The director will ensure that:

• Risks to mental health are identified as part of general and individual risk assessments
• Temporary workers are informed of who they can approach with wellbeing concerns
• Regular check-ins and supervision address both performance and wellbeing

8. Temporary Workers’ Responsibilities

Temporary workers must:

• Take responsibility for their own wellbeing as far as reasonably possible
• Seek help or advice if experiencing stress, burnout, or mental health challenges
• Engage fully with training and supervision related to wellbeing and resilience
• Treat colleagues, clients, and service users respectfully
• Report concerns about the wellbeing of colleagues, including safeguarding concerns, following the appropriate procedures

9. Support Provided by {{org_field_name}}

9.1 Wellbeing Support

{{org_field_name}} will:

• Provide access to confidential advice and guidance from the director or nominated office staff
• Signpost staff to external mental health services, such as NHS services, helplines, and counselling providers
• Offer informal support through one-to-one check-ins, especially after distressing incidents
• Promote awareness of mental health and wellbeing through training, supervision, and communications

9.2 Training

Temporary workers will receive:

• Induction training which includes wellbeing and self-care
• Ongoing training on stress management, resilience, and recognising mental health challenges in themselves and others
• Additional training when returning to work after long-term sickness absence related to mental health

9.3 Supervision and Appraisal

Supervision and appraisal will:

• Address mental health and wellbeing as part of routine discussions
• Create space for temporary workers to raise concerns confidentially
• Support individuals to access help or reasonable adjustments where needed
• Be carried out regularly as specified in the Supervision and Appraisal Policy

9.4 Reasonable Adjustments

{{org_field_name}} will:

• Make reasonable adjustments to placements, schedules, or working conditions where mental health needs are disclosed
• Work collaboratively with clients to accommodate temporary workers’ needs wherever possible
• Ensure adjustments are reviewed regularly to ensure they remain effective and appropriate

10. Mental Health First Aid and Crisis Support

Although {{org_field_name}} is a small organisation, the director will:

• Ensure key staff are trained in mental health awareness
• Be available as the first point of contact for temporary workers experiencing immediate mental health distress
• Support temporary workers in accessing emergency or crisis mental health services where needed
• Ensure workers are not left unsupported following exposure to traumatic incidents or distressing situations

Temporary workers should:

• Contact the director if they are struggling to cope while on assignment
• Contact emergency services if they or others are at immediate risk of harm

11. Stigma and Discrimination

{{org_field_name}} will:

• Promote an inclusive culture where mental health is treated equally with physical health
• Challenge stigma and discrimination through training and leadership
• Ensure that temporary workers with mental health conditions are supported and not disadvantaged
• Implement disciplinary measures if discriminatory behaviour towards colleagues or clients based on mental health is identified

12. Return to Work After Mental Health Absence

Temporary workers returning to work after absence related to mental health will:

• Have a return-to-work discussion with the director
• Be offered phased return plans or adjusted duties where appropriate
• Be supported through supervision and ongoing monitoring

Temporary workers are encouraged to communicate any ongoing needs, so appropriate support can be maintained.

13. Confidentiality

All discussions about wellbeing and mental health will be treated confidentially, except where:

• There is a safeguarding concern
• The individual or others are at risk of serious harm
• Disclosure is required by law

The director will ensure that confidential information is handled sensitively and only shared when necessary and lawful.

14. Incident Response and Wellbeing

{{org_field_name}} will:

• Provide debriefing and emotional support after serious or critical incidents
• Review the wellbeing impact of any workplace incident on involved staff
• Implement additional support or adjustments where needed following incidents

15. Director’s Responsibilities

As the agency does not have a registered manager, the director will:

• Take overall responsibility for staff wellbeing and mental health support
• Promote wellbeing throughout the organisation
• Ensure that temporary workers are given appropriate training and support
• Respond promptly to wellbeing concerns, complaints, or incidents
• Maintain up-to-date knowledge of mental health best practices and legislation
• Integrate wellbeing into quality assurance and risk management processes
• Monitor the effectiveness of this policy through supervision records, feedback, and incident reports

16. Working with Client Organisations

{{org_field_name}} will:

• Collaborate with clients to ensure temporary workers are supported when working on placement
• Share relevant wellbeing concerns with clients (with the worker’s consent) where it may affect the safety or delivery of care
• Advocate for temporary workers where unreasonable demands or poor working conditions may impact mental health
• Cooperate fully with client investigations or safeguarding processes when wellbeing concerns relate to working conditions

17. Continuous Improvement

The director will:

• Review this policy annually or sooner if changes in legislation, national guidance, or agency needs require
• Collect feedback from temporary workers about their experiences related to wellbeing
• Analyse incidents, complaints, and staff feedback to identify areas for improvement
• Integrate findings into supervision, training, and policy development

18. Policy Review

This policy will be reviewed annually by the director of {{org_field_name}} or sooner if needed due to changes in law, guidance, or internal learning. Changes will be communicated clearly to all staff, temporary workers, and client organisations.

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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.