The need for a mental wellbeing policy in the workplace Mental wellbeing Mental ill health and stress are associated with many of the leading causes of disease and disability in our society. Promoting and protecting the mental wellbeing of the workforce is important for individuals’ physical health, social wellbeing and productivity.

Mental wellbeing in the workplace is relevant to all employees and everyone can contribute to improved mental wellbeing at work.

Addressing workplace mental wellbeing can help strengthen the
positive, protective factors of employment, reduce risk factors for
mental ill health and improve general health. It can also help promote
the employment of people who have experienced mental health
problems, and support them once they are at work.

Important aspects of mental health and wellbeing includes providing information and raising awareness, management skills to deal with issues around mental health and stress effectively, providing a supportive work environment, offering assistance, advice and support to anyone experiencing a mental health problem or returning to work after a period of absence due to mental health problems.

Aim of the policy

To create a workplace environment that promotes and supports the
mental wellbeing of all employees.

To ensure that the working environment promotes the mental health and wellbeing of employees, clients and visitors.

Objectives
To develop a supportive culture, address factors that may
negatively affect mental wellbeing, and to develop management
skills.
Policy actions:
Reduce discrimination and stigma by increasing awareness and
understanding

Complete an employee survey to identify mental health needs

Give employees information on and increase their awareness ofmental wellbeing.
by what the  Give non-judgemental and proactive support to individual staff that
organisation will do – experience mental health problems.
‘policy actions’ – to  Include information about your mental health policy in the staff
meet the objectives induction programme.
 Provide opportunities for employees to look after their mental
wellbeing, for example through physical activity, stress reducing
activities and social events.
 Promote the Five Ways to Wellbeing concept
 Offer employees flexible working arrangements.
 Set employees realistic targets that do not require them to work
unreasonable hours.
 will help engage employees in their work. difficulties.
Policy actions:
 health problems in the strictest confidence and share on a ‘need to
Show a positive and enabling attitude to employees and job applicants with mental health issues. This includes having positive statements in recruitment literature.
 Ensure that all staff involved in recruitment and selection are
briefed on mental health issues and the Disability Discrimination
Act, and are trained in appropriate interview skills.
 Do not make assumptions that a person with a mental health
problem will be more vulnerable to workplace stress or take more
time off than any other employee or job applicant.
 Ensure all line managers have information and training about
managing mental health in the workplace.
To recognise that workplace stress is a health and safety issue.
Policy actions:
 Identify all workplace stressors and conduct risk assessments toeliminate stress or control the risks from stress.
 Consult with trade union safety representatives on all proposed
action relating to the prevention of workplace stress.
 Provide training in good management practices.
 Provide confidential counselling and adequate resources.
 Align with other relevant policies such as physical activity, alcohol
and absence management.

Communication
All employees will be made aware of the mental wellbeing policy and
the facilities available. This will be part of a health at work policy, which
will be included in the employee handbook and employee information or induction packs.
A specific focus group will be established to take forward the actions
from this policy. Regular updates will be provided to all employees via
their line management.

Review and monitoring
Employees participating in any of the mental wellbeing activities will be
regularly asked for feedback.
The mental wellbeing activities will be included in an annual ‘health at
work audit’.
A mental wellbeing action plan will be maintained by the workplace
health champion.
The policy, status updates and evaluation reports will be circulated to
management and be available on request through the workplace health
champion.
The human resources department (or an individual as appropriate) will
be responsible for reviewing the mental wellbeing policy and for
monitoring how effectively the policy meets its aims and objectives.
The policy will be reviewed six months from implementation and then
annually after that to ensure that it remains relevant.

Adapted from British Heart Foundation