Mental Health in the Workplace- What is a Wellness Action Plan?
Our shared goal is positive mental health and wellbeing and a productive workplace. We have 4 key areas around Connection, Community, Collaboration and Calm.
World Mental Health Day sees the launch of our Wellness Action Plan and Flexible Working Outline. We have designed this with our staff and single parents are the heart. We want to carve the way for flexible working and share this with our community.
To create a healthy work environment where every team member can thrive, we have introduced the Wellness Action Plan (WAP) Policy. This structured approach helps employees manage health concerns effectively, ensuring that reasonable adjustments are made where needed, and fostering a culture of support and understanding.
Purpose of the Wellness Action Plan
The Wellness Action Plan aims to:
Help employees address and maintain their wellbeing at work.
Support open communication between employees and managers about any health or wellbeing concerns.
Facilitate reasonable adjustments to help employees succeed in their roles while addressing personal challenges.
Personalised Support for Employees
Every employee's experience is unique, and the WAP is designed to reflect that. Employees can outline:
Ongoing conditions, disabilities, or caring responsibilities that may affect their work.
Key aspects of their working style that managers should be aware of (e.g., preferred communication methods, time of day when they are most productive).
Reasonable Adjustments
SPW is committed to accommodating employees’ needs, ensuring they can work effectively while balancing health concerns. Adjustments may include:
Flexible working hours or a personalised Flexible Working Outline.
Environmental changes, such as quiet workspaces or hybrid working models.
Phased returns after absences or specific equipment to assist with daily tasks.
Maintaining Mental Health at Work
The WAP also includes plans for maintaining good mental health, with clear actions and adjustments that employees and managers can work on together. This may include:
Identifying early warning signs of mental health struggles and taking proactive steps to prevent burnout.
Time-specific goals that help track progress and ensure manageable workloads.
Guidance for Managers
Managers play a vital role in supporting employees through their WAP. Here are some key actions for managers:
Initial Check-In: When the WAP is triggered, managers and employees will discuss any concerns, focusing on the employee’s wellbeing and work-life balance.
Communication Preferences: Each employee has different communication needs—whether it's email, verbal updates, or voice notes, managers should adjust accordingly.
Workplace Boundaries: Encourage regular breaks and avoid back-to-back meetings to give employees time to rest and recharge.
Regular Feedback: Provide consistent feedback through one-to-ones and ensure employees know about resources like Wellbeing Days (3 per year) and regular annual leave.
Recognising Early Warning Signs
It's important to recognise the early warning signs of deteriorating mental health to offer timely support. Employees may exhibit subtle changes that signal a need for intervention. Some key indicators include:
Withdrawing from colleagues or avoiding social interactions.
Struggling with attendance (e.g., arriving late or missing work).
Changes in behaviour or mood such as increased irritability or anxiety.
Difficulty in making decisions, staying organised, or meeting deadlines.
Loss of motivation or focus, leading to reduced performance or missed tasks.
Tiredness, anxiety, or withdrawal, appearing disconnected from work activities.
Changes in eating habits, appetite, or increased smoking and drinking.
Restlessness or tension, appearing on edge or easily upset.
Avoidance of workplace activities, such as meetings or social events.
Keeping the camera off during video calls, or seeming disengaged in remote meetings.
Loss of self-confidence and self-esteem, with noticeable negative thought patterns.
Difficulty responding to communications, such as not replying to emails or messages.
Reluctance to attend the office, especially for those based in specific locations like Wales.
Recognising these changes presents an opportunity for managers to check in with their team member and start an open conversation. It's essential to avoid assumptions and instead observe changes in behaviour and performance. A compassionate and non-judgmental approach will encourage the employee to share any challenges they may be facing.
This proactive engagement ensures that managers can provide the necessary support, discuss possible adjustments, and signpost additional resources to help the individual regain balance in their work and wellbeing.
Employees and managers can discuss how best to handle these situations, including whether to involve another person for support.
External Support and Appointments
SPW encourages employees to attend necessary appointments, such as counselling or medical sessions. These can be factored into their Flexible Working Outline, ensuring no conflicts arise.
Signposting and Resources
SPW offers a wide range of internal and external resources to support employee wellbeing. This includes Wellbeing Leads and referrals to external services like Occupational Health, HR, and the SPW resources page. Managers should ensure employees know about these support systems.
Confidentiality and Regular Review
The information shared during the WAP process is treated confidentially, with only essential personnel informed on a need-to-know basis. The WAP is regularly reviewed (at least annually) to ensure it continues to meet the employee’s needs and remains aligned with SPW’s mission.
Check out our Pioneering MHWP Policy and get in touch for ideas how your organisation could become more flexible or access this Wellness Action Plan.