This document establishes the Wellbeing Policy for Selsdon Building Contractors Limited. References in this policy to the ‘Company’ are to Selsdon Building Contractors Limited. References in this policy to ‘our people’ are to employee(s) of Selsdon Building Contractors Limited.
The Company is committed to protecting the health, safety and well‐being of all our people. We wish to encourage and promote a supportive working environment and culture for all our people.
The Selsdon Building Contractors Limited Wellbeing Policy will be brought to the attention of all our people. This Policy does not form part of our people’s contract of employment and may be amended by the Company from time to time. It will be reviewed annually.
1. General Principles
We place a high value on maintaining a healthy and safe working environment for all our people and recognise our duty of care extends to both the physical and mental health of our people. We have put in place a number of initiatives to help identify, avoid and alleviate any health concerns our people may have:
2. Our People
2.1 All of our people have a duty to themselves and others to minimise ill health by behaving responsibly, acting reasonably and reporting any health concerns to their manager.
2.2 Our people can help themselves by:
Managers have a responsibility to:
4. Stress – General
There are three key areas to consider when dealing with stress as detailed below:
4.1 Identifying the source of the stress
The Health and Safety Executive define stress as “the adverse reaction people have to excessive pressure or other types of demand placed on them”. There is an important distinction between the beneficial effects of reasonable pressure and challenge (which can be stimulating, motivating and satisfying) and undue stress, which results when pressure becomes excessive and can be detrimental to health. We recognise triggers of stress and the capacity to deal with stress will vary from person to person and individuals will react to similar situations in different ways. When stress has been identified, there are a number of actions that managers should consider in order to eliminate the stress:
5. Treating the Effects of Stress
Rehabilitation and recovery will be supported by the Company and the following are some of the support routes currently available:
6. Procedure for resolving cases of stress at work
6.1 If an employee feels that he/she is suffering from stress he/she should discuss this with his/her manager in the first instance, who will deal with the matter promptly and in the strictest confidence.
6.1 All reasonable efforts will be taken to reduce any work related stress as quickly as possible, these may include: