About this Policy
We are committed to protecting the health, safety and wellbeing of our employees. We recognise the importance of identifying and tackling the causes of work-related stress. We also recognise that personal stress, while unrelated to the workplace, can adversely affect the wellbeing of colleagues at work.
The purpose of this policy is to set out the measures we have in place to support the mental wellbeing of all our employees.
Through the senior management team, the Group is committed to developing a healthy and safe working environment that promotes the wellbeing of the organisation and its team members as well as working towards work/life balance and eradicating or minimising stress levels through communication, involvement and joint problem solving.
This policy does not form part of any contract of employment or other contract to provide services, and we may amend it at any time.
Any information you provide to us about your health will be processed in accordance with our Data Protection Policy. We recognise that such data is sensitive and will handle it in a confidential manner.
Contents
Understanding Stress and Mental Health
Our Approach to Mental Wellbeing in the Workplace
Supporting the Implementation of this Policy
Addressing Work -Related Stress.
Absence due to Stress or Mental Ill-Health
Protection for those Reporting Stress or Assisting with an Investigation
SECTION 2: Legal Obligations
We recognise that under the Health and Safety at Work Act 1974, our duty is to ensure the health, safety and welfare of our team members through risk assessment, organisation of work and management of activities.
SECTION 3 : Understanding Stress and Mental Health
Stress is the adverse reaction people have to excessive pressures or demands placed on them. Stress is not an illness but, sustained over a period of time, it can lead to mental and/or physical illness.
Mental health is a term to describe our emotional, psychological and social wellbeing; it affects how we think, feel and act and how we cope with the normal pressures of everyday life. Positive mental health is rarely an absolute state since factors inside and outside work affect mental health, meaning that we move on a spectrum that ranges from being in good to poor mental health.
There is an important distinction between working under pressure and experiencing stress. Certain levels of pressure are acceptable and normal in every job. They can improve performance, enable individuals to meet their full potential and provide a sense of achievement and job satisfaction. However, when pressure becomes excessive it produces stress and undermines mental health.
Pressures outside the workplace, whether the result of unexpected or traumatic events such as accidents, illness, bereavement, family breakdown or financial worries, can result in stress and poor mental health. They can also compound normal workplace pressures.
The Group recognises that although it champions its policies and employment principles and has systems, procedures and processes in place, there are a number of factors at work that may cause or contribute to a feeling of stress in some individuals. There are beneficial effects of reasonable pressure and challenge, which can be stimulating and motivating, but if this pressure becomes excessive or long-term then it can become stressful.
We recognise that individuals react to similar situations in different ways and that what triggers stress and poor mental health varies from person to person.
SECTION 4: Our Approach to Mental Wellbeing in the Workplace
We are committed to:
SECTION 5: Supporting the Implementation of this Policy
All line managers have a responsibility to recognise potential issues of work-related stress or mental ill health in the team they manage. They should seek advice from the HR team in the event that they have concerns.
Be vigilant and offer support to a team member who maybe experiencing stress outside work e.g. bereavement or separation.
If any member of the team is considered by their line manager or colleagues to be at serious risk of self-harm, or of harming others, action must be taken straight away. The matter should be referred to their line manager or the HR Team who will seek medical advice if that is reasonably practicable. Every effort will be made to contact any person nominated by the team member as an emergency contact. Where necessary the emergency services will be called. The wellbeing of the employees and those around them will always be our first concern.
Help and information can also be obtained from:
SECTION 6: Addressing Work -Related Stress
You should talk to your Manager or HR if you are feeling stressed so that appropriate action can be taken. This could involve offering support and assistance and jointly agreeing the way forward, seeking advice from HR and other resources available and continually reviewing the situation. This also could involve participating in health and safety training as requested.
Once an issue affecting your health comes to the attention of your line manager, supervisor or the HR team, we will discuss with you what steps can be taken to address that issue. Those steps may include any of the following:
SECTION 7: Absence due to Stress or Mental Ill-Health
If you are absent due to work-related stress or mental ill health, you should follow the sickness absence reporting procedure contained in our Absence Policy.
At all times, it is the Group’s intention to ensure any employee experiencing stress returns to full health and fitness as soon as possible. However, in cases of prolonged or repeated absence, it may be necessary to apply the procedure set out in our Absence Policy.
SECTION 8: Confidentiality
Information about stress, mental health and mental wellbeing is highly sensitive. Every team member is responsible observing the high level of confidentiality that is required when dealing with information about stress or mental health whether they are supporting a colleague or because they are otherwise involved in the operation of a workplace policy or procedure.
Breach of confidentiality may give rise to disciplinary action.
However, there are occasions when information about stress or mental wellbeing need to be shared with third parties. For example:
In these circumstances, wherever possible, matters will be discussed with the employee concerned before any action is taken.
SECTION 9: Protection for those Reporting Stress or Assisting with an Investigation
Employees who report that they are suffering from work-related stress or mental ill health, who support a colleague in making such a report or who participate in any investigation connected with this policy in good faith will be protected from any form of intimidation or victimisation.
If you feel you have been subjected to any such intimidation or victimisation, you should seek support from your line manager or the HR Team. You may also raise a complaint in accordance with our Grievance Procedure.
If, after investigation, you are found to have provided false information in bad faith, you will be subject to action under our Disciplinary Procedure.
December 2022.