We’re developing a Workplace Wellbeing Toolkit designed for VCSE organisations (community groups, charities, social enterprises and not-for-profits). It focuses on key areas of workplace wellbeing, guiding you through resources and local offers that can support your organisation

This month our focus is on policy and practice.

Every business in the UK has a duty of care requirement to look after the health and safety of employees, including their wellbeing. Yet, in 2022/23, an estimated 875,000 workers in the UK were suffering from work-related stress, depression, or anxiety, resulting in 17.1 million working days lost. And 63% of UK employees believe their employer should be doing more to support mental health in the workplace.

Why do you need a policy?

Writing an effective workplace mental health and wellbeing policy can be time consuming, but helps to underpin your work in this area and improve staff engagement in several ways:

• Demonstrates Organisational Commitment: Having a clear policy shows staff and volunteers that the organisation genuinely cares about their mental health and wellbeing. This builds trust and a sense of being valued.
• Supports Flexible Working and Breaks: Policies that include flexible working arrangements, encourage regular breaks, andensure staff take holidays help staff manage their work-life balance better, reducing stress and increasing engagement.
• Encourages Open Communication: When senior leaders and managers openly talk about mental health and model supportive behaviours, it creates a culture where staff feel safe to share how they’re feeling. This openness reduces stigma and fosters connection.
• Provides Clear Support Pathways: A policy outlines how the organisation will respond to mental health issues, including support for phased returns after mental health absences. Knowing there is a plan and support available helps staff feel secure and engaged.
• Enables Early Identification and Support: By training managers to look out for signs of poor mental health, the organisation can intervene early, preventing deterioration and helping staff stay productive and motivated.
• Boosts Productivity and Retention: Research shows that organisations prioritising mental health have higher productivity and better staff retention. Engaged staff are more creative, motivated, and committed to the organisation’s mission.
• Fosters a Positive Workplace Culture: Embedding mental health in policies and leadership helps create a culture of wellbeing, belonging, and trust, which are key drivers of engagement.

Overall, a mental health and wellbeing policy helps create a supportive environment where staff feel valued, understood, and motivated to contribute their best.

What to consider for your policy and practices

In our VCSE Workplace Wellbeing Toolkit, we’ve created some basic standards for you to consider when building a more positive workplace wellbeing culture. We’ve also collated some ideas and resources to support implementation.

Standard 1: Has policies in place that integrate and promote wellbeing

• Clearly shows that mental health can be a reason for absence in Absence Management Policy.
• Implement a Flexible Working Policy.
• Integrate wellbeing into other related policies such as Menopause, Maternity/Paternity Leave, Lone Working, Blended/Hybrid Working and stress risk assessments.

Standard 2: Pays staff the Real LivingWage

• Commitment to pay all staff a wage that meets the cost of living.

Standard 3: Has informal practices which support wellbeing at work

• Wellbeing information and offers are shared to staff and volunteers.
• Time is taken for team building sessions that focus on wellbeing.

Standard 4: Conducts regular 1-1s that integrate wellbeing checks

• Has a clear 1-1 process followed by all line managers that integrates wellbeing checks and escalation of concerns.
• Includes a standard question in the 1-1 to ask about wellbeing.

Standard 5: Has a clear process for requesting reasonable adjustments

• Clear process for escalation of requests and responsibility for implementing reasonable adjustments.
• Communication about the process is clear and included in relevant documents e.g. induction checklist, staff handbook.

Standard 6: Has an established ‘wellbeing offer’ or EAP for employees

• Your senior team and trustees explore what will be included in the offer and review this annually.

Resources

Sample Wellbeing Policy from St John Ambulance – A sample policy document that you can use as a framework, with notes on what can be included and example content.

The current Real Living Wage rate from Living Wage Foundation – Details of the rates and how it is calculated. Further information on the website about accreditation and why the living wage is good for business, as well as people.

Guidance on disability discrimination from Mind – Detailed information on mental health protection under the Equality Act and reasonable adjustments.

Wellness Action Plans from Mind – A range of templates for line managers, people working in a workplace, people working remotely, people who are hybrid working. Wellness Actions Plans (WAPs or WRAPs) are an easy, practical way of helping support your mental health at work.

Stress Risk Assessment Template from Health and Safety Executive - Employers have a legal duty to protect employees from stress at work by doing, and acting on, a risk assessment. This is an easy-to-use template you can use, along with examples from 3 small to medium-sized businesses.

We'll be sharing Part 3 of the Toolkit soon, and releasing a downloadable resourceonce we've released each part. See you then!