Mental Health and Wellbeing Policy

Mental health and wellbeing are essential to a safe, productive, and supportive working environment at 247 Rapid Response. We recognise that mental ill health and stress contribute significantly to reduced performance and absenteeism and can affect anyone. As a company that coordinates freelance engineers and internal staff, it is important we foster mental wellbeing for everyone involved.

Supporting mental wellbeing helps reduce risks of mental ill health, improves overall health, and creates an environment where all team members, including those returning to work after mental health challenges, feel supported.

247 Rapid Response is committed to promoting and protecting the mental health and wellbeing of all staff, contractors, and freelance engineers. We will work to identify and reduce workplace stressors and foster a culture of openness and support around mental health.

We will continuously strive to improve workplace mental wellbeing by establishing clear processes that encourage healthy working conditions, communication, and support systems.

This policy applies to all employees, freelance engineers, contractors, and management across all departments. It complies with relevant Health and Safety legislation and best practice. The policy will align with existing organisational policies and be owned and implemented at all company levels.

247 Rapid Response seeks to develop a supportive culture by increasing awareness of mental health to reduce stigma and discrimination. The Company will conduct regular employee and contractor surveys to identify mental-health needs and include mental-health information in inductions and ongoing training. The organisation promotes the Five Ways to Wellbeing framework and encourages predictable working hours, reasonable workloads, and flexible working where possible. Clear job roles, objectives, and responsibilities will be ensured, alongside appropriate management support and resources. Workplace conflicts will be managed proactively to maintain a harassment-free environment. Good two-way communication is encouraged, especially during periods of organisational change. Job design will be appropriate to individuals, with relevant training and supervision provided. The physical work environment, whether on-site or remote, will be supportive of mental wellbeing, including ergonomic workstations, appropriate lighting, noise levels, and rest facilities.

Employees experiencing mental health difficulties will be treated fairly and consistently. Return-to-work plans will be managed sensitively, with phased returns implemented where possible. Non-judgemental support, including counselling and cognitive behavioural therapy, will be available. Employees will be informed about available support options, including occupational health services, Employee Assistance Programmes (where applicable), GPs, and external counsellors. Efforts will be made to identify suitable alternative employment if a return to the same role is not possible due to health reasons. All matters relating to individual mental health will be treated with strict confidentiality and information shared only with consent on a need-to-know basis.

All employees, contractors, and freelance engineers will be made aware of this mental wellbeing policy and the support facilities available. The policy will form part of a wider health at work policy included in employee handbooks, induction packs, and contractor information. The Health and Safety Committee will be responsible for driving the actions from this policy, and regular updates will be communicated to all personnel through line managers and company channels.

Employees and contractors participating in mental wellbeing activities will be regularly asked for feedback. These activities will be included in an annual 'health at work' audit. The policy, its updates, and evaluation reports will be circulated to management and available on request through the workplace health champion. The HR department (or an appointed individual) will be responsible for reviewing this policy annually and monitoring how effectively it meets its aims and objectives.