Introduction
Good mental health matters at 247 Rapid Response. It keeps our team safe, productive and supported.
Stress and mental ill health can affect anyone. They are a common cause of poor performance and time off work. We work with our own staff and with freelance engineers, so we want everyone involved to feel well.
Looking after mental wellbeing:
- lowers the risk of mental ill health
- improves overall health
- helps people returning to work after a mental health problem feel supported
Policy aim
We are committed to protecting the mental health and wellbeing of all staff, contractors and freelance engineers.
To do this, we will:
- find and reduce the causes of stress at work
- build a culture where people can talk openly about mental health
- keep improving how we work, communicate and support each other
Who this policy covers
This policy covers all employees, freelance engineers, contractors and managers in every department.
It follows health and safety law and good practice. It works alongside our other company policies, and everyone at every level is responsible for putting it into practice.
What we will do
Build a supportive culture
- Raise awareness of mental health to reduce stigma and discrimination.
- Run regular surveys of staff and contractors to understand their needs.
- Include mental health information in inductions and ongoing training.
- Promote the Five Ways to Wellbeing.
Create healthy working conditions
- Aim for predictable hours, fair workloads and flexible working where possible.
- Give everyone a clear role, clear goals and the right support from managers.
- Deal with workplace conflict early and keep the workplace free from harassment.
- Encourage open, two-way communication, especially during times of change.
- Design jobs to suit the person, with the right training and supervision.
- Provide a good working environment, on site or at home, including comfortable workstations, good lighting, sensible noise levels and places to rest.
Support people who are struggling
- Treat anyone with a mental health problem fairly and consistently.
- Handle returns to work with care, using a phased return where possible.
- Offer support without judgement, including counselling and cognitive behavioural therapy.
- Tell people where to get help, such as occupational health, an Employee Assistance Programme (where available), their GP or an outside counsellor.
- Look for a suitable alternative role if someone cannot return to their old job for health reasons.
Anything about a person's mental health is kept strictly confidential. We only share it with their consent, and only with people who need to know.
Communication
Everyone who works with us will be told about this policy and the support on offer.
- The policy is part of our wider health at work policy.
- It is included in employee handbooks, induction packs and contractor information.
- The Health and Safety Committee is responsible for making sure the actions happen.
- Line managers and company channels will share regular updates.
Review and monitoring
- We will regularly ask staff and contractors for feedback on our wellbeing activities.
- These activities are part of a yearly health at work audit.
- The policy, any updates and our review reports are shared with management. Anyone can ask for a copy through our workplace health champion.
- HR, or a person we appoint, will review this policy every year and check how well it is working.