What are you already doing to encourage Health and Wellbeing at Work? Here are some questions, to help you see how far you are down the road and where some further action might be needed.
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1. We have a Health at Work Policy and this includes mental health
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2. We have Health/Wellbeing Champions
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3. We arrange regular staff wellbeing surveys – and act on the findings
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4. We help employees manage factors that may influence health – including workload, the work environment, communication, working relationships, hours worked and working patterns |
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5. We undertake health risk assessments for all employees, including what is needed to reduce the risk of musculoskeletal problems and if there has been a move to remote working |
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6. We provide a Smoke Free environment
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7. We ensure lighting and temperature can easily be controlled by employees |
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8. We encourage employees to contribute to Health at Work initiatives, including taking their suggestions on board |
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9. We encourage and support employees wishing to take part in physical activity (for instance through cycle to work schemes, gym membership discounts, sports teams etc.) |
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10. We suggest practical ways employees can avoid spending all day in sedentary activities, including working at computer screens |
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11. We identify and address the common causes of chronic stress and work-related mental health issues |
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12. We encourage employees to be open about mental health and support them if issues arise |
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13. We ensure all employees have clearly defined roles and clear expectations about what the role involves |
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14. We provide clear, achievable routes for career development
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15. We provide a forum where employees can raise job or work concerns
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16. We ensure line managers offer the employees they are managing regular meetings to discuss work-related issues |
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17. We regularly measure job satisfaction across the organisation and take action where issues are identified |
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18. We offer flexible working where feasible
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19. We actively encourage work-life balance, rather than a long hours culture |
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20 We are aware of the health implications of night shifts/working through the night and are taking action to minimise adverse health effects |
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21. We arrange training for HR staff on mental health
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22. We invite dieticians or reputable weight management organisations to talk to employees about healthy eating |
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23. We provide Return to Work interviews following sickness absence, where appropriate putting reasonable adjustments in place.
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24. We arrange external Health checks for employees at least once every 3 years |
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25. We provide access to an Employee Assistance Programme (EAP), an Occupational Health service or a counselling service |
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How much you can afford to do will, of course, depend on your circumstances as an employer. However, many of these initiatives require little budget commitment. If they reduce sickness absence and staff turnover, while increasing staff engagement and productivity, then they are likely to prove a sound investment.