SL109-Mental Health and Wellbeing at Work Policy

Registration Number: {{org_field_registration_no}}

Mental Health and Wellbeing at Work Policy

1. Purpose

The purpose of this policy is to ensure that all staff at {{org_field_name}} work in an environment that prioritises mental health and wellbeing. As a Supported Living provider, we recognise that the nature of care work can be emotionally and physically demanding. Supporting the mental health of our workforce is essential to delivering high-quality care, reducing staff absenteeism, and ensuring a positive workplace culture.

This policy aligns with Care Quality Commission (CQC) regulations, employment law, and best practices to ensure that mental health is treated with the same importance as physical health.

2. Scope

This policy applies to:

All employees, including full-time, part-time, bank, and agency staff.
Volunteers and trainees working at {{org_field_name}}.
Managers and team leaders, who are responsible for supporting staff wellbeing.

It covers all aspects of mental health support, stress management, workplace wellbeing, and policies for reasonable adjustments.

3. Legal and Regulatory Compliance

This policy aligns with:

Health and Social Care Act 2008 (Regulated Activities) Regulations 2014:
- Regulation 18 – Staffing (Ensuring staff are supported to perform their roles effectively)
- Regulation 17 – Good Governance (Ensuring staff wellbeing policies are monitored and implemented effectively)
- Regulation 13 – Safeguarding from Abuse (Protecting staff from workplace bullying and harassment)
- Regulation 10 – Dignity and Respect (Creating a workplace culture that promotes respect and mental wellbeing)
Equality Act 2010 – Protecting staff from discrimination related to mental health conditions.
Health and Safety at Work Act 1974 – Employer’s duty to provide a safe working environment, including psychological safety.
Management of Health and Safety at Work Regulations 1999 – Employers must assess and manage work-related stress.
The Mental Health Act 1983 (as amended 2007) – Ensuring legal protections for individuals experiencing mental health challenges.

4. Principles of Mental Health and Wellbeing at Work

Mental health is equally important as physical health.
A supportive and stigma-free culture is encouraged.
Workplace adjustments should be made for those with mental health conditions.
Managers should promote open communication and wellbeing support.
Early intervention is crucial in supporting employees with mental health needs.

5. Promoting Mental Health and Wellbeing at Work

5.1 Creating a Supportive Workplace Culture

Encourage an open-door policy, allowing staff to discuss mental health concerns without fear of judgment.
Provide training for managers to support employees experiencing stress or mental ill health.
Promote positive working relationships and mutual respect.

5.2 Reducing Work-Related Stress

Conduct stress risk assessments regularly.
Ensure manageable workloads and fair shift patterns.
Allow staff regular breaks to prevent burnout.
Encourage peer support and teamwork.

5.3 Encouraging Work-Life Balance

Support flexible working arrangements where possible.
Ensure staff can take annual leave without pressure to return early.
Promote staff wellbeing initiatives, such as mindfulness sessions or exercise programmes.

6. Identifying and Addressing Mental Health Concerns

6.1 Recognising Signs of Poor Mental Health

Managers and staff should be aware of:

Increased absenteeism or lateness.
Changes in behaviour or mood.
Decreased performance or difficulty concentrating.
Withdrawal from colleagues or social situations.
Physical symptoms like fatigue or headaches.

6.2 Encouraging Early Support

Staff should be encouraged to speak with their line manager or Mental Health First Aider.
Confidential wellbeing check-ins will be available for staff who are struggling.
Signposting to external mental health services, such as Mind, Samaritans, or Employee Assistance Programmes (EAPs).

7. Supporting Employees with Mental Health Conditions

7.1 Reasonable Adjustments

Under the Equality Act 2010, employees with a mental health condition that qualifies as a disability have the right to reasonable adjustments, including:

Flexible working hours.
Temporary workload adjustments.
Remote working where possible.
Extended break times or phased returns after absence.

7.2 Managing Sickness Absence Due to Mental Health

Employees experiencing mental health difficulties should not be penalised for sickness absence.
Regular review meetings will be offered to support return-to-work planning.
A phased return may be arranged for those who have been absent for a prolonged period.

7.3 Returning to Work After Mental Health Absence

Employees returning from long-term mental health-related absence will have a return-to-work interview to discuss support needs.
An individual support plan may be developed to ease the transition.
Staff will have access to regular follow-up meetings to ensure ongoing wellbeing.

8. Training and Awareness

All employees will receive training on workplace mental health, stress management, and self-care.
Managers will be trained to recognise early signs of poor mental health and how to offer support.
At least one Mental Health First Aider will be appointed within the organisation.
Regular awareness campaigns will take place to reduce stigma and encourage a supportive environment.

9. Supporting Managers to Handle Mental Health in the Workplace

Managers will have access to guidance on supporting staff with mental health concerns.
Training on conflict resolution, workload management, and emotional resilience will be provided.
Managers should promote team-building activities and wellbeing initiatives.

10. Addressing Workplace Bullying and Harassment

Workplace bullying, discrimination, and harassment related to mental health will not be tolerated.
Staff can confidentially report concerns under the Grievance and Whistleblowing Policies.
Reports of workplace bullying will be investigated promptly and fairly.

11. Crisis Management and Emergency Support

In a mental health crisis, staff should follow the Emergency Mental Health Support Plan.
In cases of self-harm or suicidal thoughts, managers must provide immediate support and escalate concerns to professional services.
Staff experiencing a crisis can access emergency counselling or crisis helplines.

12. Employee Assistance Programmes (EAPs) and External Support

{{org_field_name}} will provide access to an Employee Assistance Programme (EAP), offering:
- Confidential counselling.
- Financial and legal advice.
- Stress and anxiety support.
Staff will be signposted to external organisations, including:
- Mind (Mental Health Charity)
- Samaritans (24/7 Crisis Support)
- Occupational Health Services
- NHS Talking Therapies

13. Confidentiality and Data Protection

Any discussions about mental health will be strictly confidential.
Records related to mental health concerns will be stored securely under GDPR guidelines.
No information will be shared without the employee’s consent, unless there is a serious risk of harm.

14. Monitoring and Evaluating the Policy

The Registered Manager will review sickness absence and workplace stress trends to identify improvements.
Feedback from staff will be gathered through staff wellbeing surveys.
Regular policy audits will ensure compliance with CQC and employment regulations.

15. Related Policies

SL30 – Equality, Diversity, and Inclusion Policy
SL27 – Staff Supervision, Training, and Development Policy
SL16 – Health and Safety at Work Policy
SL33 – Staff Leave and Absence Policy
SL35 – Grievance and Whistleblowing Policy

16. Policy Review

This policy will be reviewed annually, or earlier if:

Legislation or CQC guidance changes.
New best practice recommendations emerge.
Employee feedback suggests improvements.

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.