SL115-Occupational Health and Employee Wellbeing Policy

Registration Number: {{org_field_registration_no}}

Occupational Health and Employee Wellbeing Policy

1. Purpose

The purpose of this policy is to promote and support the physical and mental wellbeing of all employees within {{org_field_name}}. We recognise that employee health and wellbeing are critical factors in ensuring a positive, safe, and effective working environment. This policy provides a structured approach to occupational health management, ensuring that all employees have access to support, resources, and interventions that enhance their overall wellbeing.

This policy aligns with Regulation 17 (Good Governance), Regulation 18 (Staffing), and Regulation 19 (Fit and Proper Persons Employed) of the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014. It also considers the Health and Safety at Work Act 1974, Equality Act 2010, Mental Health Act 1983, Employment Rights Act 1996, and the Management of Health and Safety at Work Regulations 1999.

2. Scope

This policy applies to all employees, agency workers, volunteers, and contractors within {{org_field_name}}. It covers the following areas:

Occupational health support – Ensuring access to professional medical support to prevent work-related health issues.
Mental health and emotional wellbeing – Implementing initiatives that support psychological wellbeing and stress management.
Physical health and safety – Providing measures to prevent workplace injuries and promote a safe working environment.
Prevention and management of work-related stress – Identifying and addressing factors that contribute to stress and burnout.
Workplace adjustments and support for long-term conditions – Making reasonable adjustments to accommodate employees with health challenges.
Employee assistance programmes (EAPs) – Offering confidential support services for employees experiencing personal or work-related difficulties.
Health promotion and lifestyle initiatives – Encouraging healthy lifestyle choices that enhance overall wellbeing.

3. Related Policies

This policy should be read alongside the following:

SL18 – Risk Management and Assessment Policy – Covers the assessment and mitigation of risks associated with occupational health and wellbeing.
SL27 – Staff Supervision, Training, and Development Policy – Ensures staff receive appropriate training and development in workplace wellbeing.
SL28 – Staff Conduct and Code of Ethics Policy – Establishes professional standards and behaviours.
SL29 – Health and Safety Policy – Ensures a safe working environment through risk assessment and compliance with health and safety laws.
SL45 – Complaints and Whistleblowing Policy – Provides employees with avenues to report workplace concerns and seek resolution.

4. Occupational Health Support

4.1 Occupational Health Service

{{org_field_name}} will provide access to an occupational health service to support employees with health-related concerns, ensuring that medical conditions, disabilities, and injuries are effectively managed.
Occupational health assessments will be conducted for employees experiencing work-related health issues, long-term conditions, or following extended sick leave to identify necessary support mechanisms.
Pre-employment health screenings will be conducted where necessary to ensure employees are fit for their role and to make reasonable adjustments where required.
Return-to-work assessments will be offered to ensure safe reintegration into the workplace after illness or injury, including phased returns or modified duties as needed.
Employees will have access to advice on healthy working practices, ergonomics, and injury prevention.

4.2 Workplace Adjustments and Support

Employees with long-term health conditions or disabilities will be supported through reasonable adjustments, including:
- Flexible working arrangements, such as remote work, reduced hours, or job-sharing where feasible.
- Adapted workstations to improve ergonomic support and prevent strain injuries.
- Provision of assistive technology and mobility aids for those who require additional support.
- Phased return-to-work plans following periods of absence due to illness or injury, tailored to individual needs.
Adjustments will be discussed on a case-by-case basis in line with the Equality Act 2010 to ensure employees with disabilities or medical conditions are not disadvantaged.

5. Mental Health and Emotional Wellbeing

5.1 Promoting Mental Health Awareness

Mental health training will be provided to all employees to raise awareness of common mental health conditions and their impact on work.
A Mental Health First Aider (MHFA) will be designated within the organisation to offer confidential support and signposting to external services.
Employees will have access to resilience-building workshops, mindfulness sessions, and stress management resources to improve their coping strategies.
The organisation will promote a culture of openness and non-judgment, encouraging employees to seek help without fear of stigma.

5.2 Employee Assistance Programme (EAP)

All employees will have access to a confidential Employee Assistance Programme (EAP) that provides:
- 24/7 counselling support for mental health, family issues, bereavement, and work-related stress.
- Legal and financial advice to help employees manage personal challenges.
- Crisis intervention services for immediate support in difficult situations.
Employees will be encouraged to utilise the EAP whenever they need support with personal or work-related issues.

6. Physical Health and Safety

6.1 Health Surveillance and Monitoring

Regular health surveillance will be conducted for roles involving exposure to workplace hazards (e.g., manual handling, infection control, exposure to hazardous substances).
Employees will be provided with personal protective equipment (PPE) as necessary to reduce occupational risks.
Vaccination programmes, including flu jabs and occupational vaccinations, will be available for employees in high-risk roles.

6.2 Promoting Healthy Lifestyles

Healthy eating initiatives, such as nutritional workshops and healthy snack options, will be encouraged.
Exercise and fitness programmes, including access to subsidised gym memberships, walking groups, and workplace wellness challenges, will be promoted.
Employees will have access to smoking cessation support, alcohol reduction guidance, and lifestyle coaching to promote long-term wellbeing.

7. Prevention and Management of Work-Related Stress

7.1 Stress Risk Assessments

Work-related stress risk assessments will be conducted regularly to identify and address workplace stressors.
Managers will be trained to recognise signs of burnout, anxiety, and depression and to take proactive steps to support affected employees.
Regular one-to-one meetings will provide employees with the opportunity to discuss workload concerns and access necessary adjustments.

7.2 Work-Life Balance Support

Flexible working arrangements will be explored where appropriate to improve work-life balance.
Employees will be encouraged to take regular breaks and annual leave to prevent exhaustion and maintain productivity.
Staff will be discouraged from working excessive hours or taking work home unnecessarily.

8. Support for Employees Following a Critical Incident

Following a traumatic workplace incident (e.g., death of a service user, assault, serious injury), immediate psychological support will be provided.
Debrief sessions will be conducted to allow employees to process events and receive professional support.
Staff involved in critical incidents will have access to additional occupational health assessments and counselling.

9. Monitoring and Compliance

9.1 Internal Audits and Wellbeing Surveys

Regular staff wellbeing surveys will be conducted to assess employee satisfaction and identify areas for improvement.
Occupational health data (e.g., sickness absence rates, stress-related absences) will be monitored and reviewed.
Exit interviews will be conducted to understand any workplace wellbeing concerns contributing to staff turnover.

9.2 CQC Compliance

The CQC may review occupational health policies, wellbeing initiatives, and employee support structures as part of inspections.
Compliance with Regulation 18 (Staffing) will be demonstrated through evidence of training records, risk assessments, and health surveillance data.
Managers must maintain documentation of workplace adjustments and employee wellbeing support interventions.

10. Policy Review

This policy will be reviewed annually to ensure compliance with current legislation, employee feedback, and organisational needs.

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.