MENTAL HEALTH IN THE WORKPLACE
MENTAL HEALTH IN THE WORKPLACE Our aim is to promote a positive working environment where employers and employees collaborate to achieve the goals of the business, promote the physical and mental health of all employees, and welcome diversity by providing opportunities for people with mental disabilities to participate in the workplace. PRE-EMPLOYMENT QUESTIONNAIRE The company aim to identify adjustments that may be required to be made in relation to new employee’s physical and mental health prior to the commencement of employment by undertaking a pre-employment Health Questionnaire. Information provided by new employees is treated in the strictest of confidence and is obtained to ensure the company’s commitment to equal opportunities is maintained.
Our Health and Wellbeing support programme provides each employee with up to eight structured telephone counselling sessions per annum. Operated and managed independently by ‘Health Assured’, all employees and their immediate family are provided with independent and confidential help, support and counselling services over the telephone or online with qualified and experienced therapists.
SUPPORTING MENTAL HEALTH IN THE WORKPLACE
Access to the company’s ‘Health Assured’ Employee and Family Assist Programme is gained via the company’s ‘TINGTEAM’ web portal, which is dedicated to our employees. Access is gained to the web portal by logging onto:
The company encourages employees to talk about their mental health matters in the same way they would their physical health; in doing so the company is able to assist all employees in receiving professional advice and support.
WEBSITE: www.tingdene.net/Team
We understand that sometimes it can be difficult to balance the pressures of work with the needs of home life. We recognise additional help is sometimes needed to deal with the challenges our employees may face in life, both practical and emotional.
PASSWORD: t1ngdene The employee assist link is located under the HR section of the website. The same password is required when logging into the ‘Health Assured’ website. 2
MANAGING MENTAL HEALTH IN THE WORKPLACE - LINE MANAGERS Line Managers are encouraged to look out for signs of mental health issues that may be displayed by their colleagues; these could be from arriving late to work or missing breaks to reduced motivation, concentration and engagement. If any of the warning signs are apparent, a conversation should be held between the employee and their Line Manager. If conversing with a colleague on matters relating to Mental Health, it is important to choose an appropriate meeting place where all parties feel comfortable.
EMPLOYEE & FAMILY ASSIST A CONFIDENTIAL SUPPORT SERVICE Sometimes it can be difficult to balance the pressures of work with the needs of home life. We recognise help is sometimes needed to deal with the challenges you may face in life, both practical and emotional. Our health and wellbeing support programme provides each employee with up to eight structured telephone counselling sessions per annum. Operated and managed independently by Health Assured*, all employees and their immediate family are provided with independent and confidential help, support and counselling services over the telephone or online with qualified and experienced therapists.
Line Managers should listen to their colleague and respond flexibly, be honest and clear, ensure confidentiality, develop an action plan, offer reassurance and encourage their colleague to seek help and support via the company’s health and wellbeing support service.
SUPPORT PROVIDED FOR YOU • Family issues • Medical information • Alcohol or drug issues • Gambling issues • Consumer issues • Financial information • Relationships • Childcare advice • Domestic abuse • Tax information • Legal information • Housing concerns
• Stress and anxiety • Retirement • Bereavement
HEALTH • Nutritional advice • Personal coaching • Health checks • Medical factsheets • Fitness advice • BMI assessment
TELEPHONE COUNSELLING - CALL 0800 030 5182 Your call will always be answered by a qualified, experienced counsellor who will offer help and support in a professional, friendly and non-judgemental manner.
OR LOG ONTO THE ONLINE HEALTH PORTAL VIA WWW.TINGDENE.NET/TEAM *Health Assured provides a British Association for Counselling and psychotherapy (BACP) accredited counselling service and is an organisational member of the Association for Counselling and the Employee Assistance Programme Association (EAPA). Telephone counselling and legal and financial telephone services are quality assured in accordance with ISO 9001:2008
MANAGING MENTAL HEALTH IN THE WORKPLACE - COLLEAGUES
PROMOTING OUR HEALTH ASSURED EMPLOYEE & FAMILY ASSIST PROGRAMME
If an employee has a concern about a colleague, the company provides, via its online ‘TINGTEAM’ web portal, a means of a concern being raised confidentially.
When all employees join the company they are provided with (in addition to the company’s standard ‘First 24 Hour’ Induction programme), information relating to the access of the ‘TINGTEAM’ web portal and an information card which details the ‘Health Assured’ support services that the company is able to provide. All employees are provided with a small credit card size information card that details how they access the employee web site and the services available.
We understand that sometimes it can be a little difficult for colleagues to support other colleagues, especially at times when perhaps they really need that helping hand. It is often the case that colleagues may really want to help each other but they do not know how. The company reminds all employees that their colleagues are often also their friends and it can be hard to point them in the direction of a support network like the ‘Employee and Family Assist Service’. Due to this, the company provides a confidential report form that enables all employees to tell us confidentially about a concern or worry they may have about colleagues; the company does not require any information to be included about the employee reporting their concern and all we ask is that they let us try and help. 3
MANAGING MENTAL HEALTH IN THE WORKPLACE - ALL EMPLOYEES
A copy of all correspondence/communication with the employee should be saved on the employee’s personal file.
On occasions, employees may be feeling a little down and we understand that they may not want to talk to a colleague, or even their Line Manager, as they may feel embarrassed or upset. We want our employees to know that we care. Whilst there are perhaps few words we can say to our employees to assist in their time of need, we aim to remind all employees that the ‘Health Assured’ Employee and Family Assist Service is there for them. We urge all our employees to use the service provided.
If any important developments or changes happen at the employee’s workplace, it is important to communicate this with them so they feel connected and do not return to work and experience unexpected changes. It should be agreed what information the employee would like sharing with their colleagues, as close colleagues may want to know how they are getting on. Any changes or adjustments that may be made to enable the employee to return to work should be agreed.
To assist with advising us of how our employees feel, we provide a standard form via the ‘TINGTEAM’ portal that allows employees to tell us confidentially about any concerns they have.
Such adjustments could be short or long term adjustments based on the individual and individual circumstance. Examples of such adjustments could be reduced hours or working days, change in job role or reduced workload/ responsibilities.
We encourage all employees to tell us if there is anything they think we can do to assist them or if there is anybody they would like us to talk to on their behalf. TIME OFF SICK DUE TO MENTAL HEALTH ISSUES & RETURNING TO WORK
On the employees return to work, regular meetings should be held to assess their health and wellbeing and to ensure they continue to be fit for work.
If an employee has been signed off work due to a mental health issue, it is important to be clear that the company will support all employees during their absence and reassure them that their job will be there when they return.
Communication should be made with colleagues if deemed necessary. However, it is important to stress the requirement for confidentiality; this must be well managed. If Line Managers do not feel suitably confident to manage this process, advice should be sought from Senior Managers or Company Directors. If any team member feels the employee concerned is receiving unfair special treatment, this needs to be constructively challenged.
Regular communication should be maintained by agreeing with the employee the frequency of contact and confirming this agreement in writing. Line Managers should agree the chosen communication channel whether by phone, email, text, face-to-face and regularly check the current arrangement is working for the employee throughout their time off sick.
If there are grievances or any other concerns raised, these should be resolved as quickly as possible. If required the employee handbook should be consulted if a grievance is escalated by another employee.
Communication should focus on how the employee is doing and their wellbeing. It should be made clear that the employee should not push themselves too much to rush back to work.
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