Mental Wellbeing Policy 

The Policy

Mental health problems and stress can affect anyone, regardless of their background or position in the organisation. This policy outlines the promotion of mental wellbeing for all staff in the company. This policy seeks the promotion and protection of the mental wellbeing of individuals for their physical health, social wellbeing and productivity. 

 

Legal Obligations

Wyn Construction Ltd acknowledges that they have a duty of care to protect the mental health and wellbeing of their employees. Any processing of health-related information will be done in accordance with relevant data protection legislation (see Data Protection Policy)

 

Employers Policy Statement and Commitment

We commit to creating a workplace environment which promotes and supports the wellbeing of all employees. We acknowledge that certain working conditions and practices can negatively affect employees’ mental wellbeing, including aspects of work organisation and management. We also recognise that environmental and social conditions have the potential for psychological as well as physical harm.

 

We aim to tackle workplace factors that may affect mental wellbeing and encourages the promotion of mental wellbeing and the effective management of symptoms of mental ill health. 

 

We also aim to:

• Develop a culture based on trust, support and mutual respect within the workplace;
• Provide support and assistance for employees experiencing mental health difficulties through our dedicated mental health first aiders;
• Positively encourage the employment of people who have experienced mental health problems by providing fair and non-discriminatory recruitment and selection procedures;
• Recognise that workplace stress is a health and safety issue; and
• Acknowledge the importance of identifying and reducing workplace stressors.

 

Employees’ Responsibilities

Individual employees have a clear responsibility to themselves and others to minimise excessive pressures and demands by behaving responsibly, acting reasonably and reporting any concerns regarding mental wellbeing to Managers and Supervisors. 

 

Employees main responsibilities are:

• To raise issues of concern and seek help from their safety representative, line manager/ supervisor, mental health first aider; and
• Accept opportunities for further counselling when recommended.

 

Working Relationships

Good, supportive working relationships have a buffering effect against mental wellbeing.  Line Managers and Supervisors should be supportive, and all Employees are encouraged to be supportive of each other.  

 

Poor working relationships have the opposite effect and can be a cause of stress and mental health issues.  Bullying and harassment, in particular, can cause problems for mental wellbeing.  Employees should report cases of bullying or harassment in line with our Dignity at Work Policy. We don’t have one, so how about “Employees should report cases of bullying or harassment to their line Manager, Supervisor or a Director depending on who is bullying/ harassing them”.

 

Review and Monitoring

The Wyn Managing Director will be responsible for reviewing the workplace mental wellbeing policy and for monitoring how effectively the policy meets its aims and objectives.