Wellbeing policy statement
Wellbeing is defined as the experience of overall health. It encompasses good mental, physical, financial and social health.
The aim of this policy is to create a workplace culture where employees feel comfortable to talk, seek help and support, and where wellbeing is recognised and embedded into Seren working practices.
Seren is committed to being recognised as a responsible employer, that supports the wellbeing of all its employees.
Seren recognises that its employees may encounter, throughout their lives, events that may affect them in the workplace including those related to their health, personal or domestic situation as well as work-related problems. The policy will provide a framework within which Seren will encourage and facilitate working practices and services that support employee wellbeing.
This policy will apply to all employees including those employed on temporary or fixed term contracts. Seren will engage with non-Seren employees such as visitors, agency staff, and students, and signpost them to the appropriate support.
1.1 Seren is committed to promoting and supporting the wellbeing of all of its employees, to create an inclusive culture which focusses on prevention, and where issues are identified, minimised and managed before they have a detrimental impact on employees.
1.2 Seren recognises that a rounded approach to employee wellbeing can:
1.2.1 foster a thriving workforce, which can deliver on its objectives;
1.2.2 achieve increased employee engagement, productivity, retention and recruitment.
1.2.3 reduce stigma against wellbeing issues, and overall reduced sickness absence, presenteeism and leavism.
1.3 All matters relating to an employee’s wellbeing will be treated in confidence, except where it may be necessary to break confidentiality to preserve the wellbeing of employees.
1.4 Seren recognises that the diversity of its workforce may give rise to different wellbeing needs.
1.5 Seren is committed to ensuring that employees have access to a variety of support services and will signpost to appropriate professional help.
1.6 Seren recognises that the environmental conditions in which employees work may have an impact on their wellbeing.
1.7 Where employee wellbeing issues remain unresolved, employees are encouraged to contact HR.
1.8 Seren recognises that wellbeing issues may lead to time off from work, however it will endeavour to support employees staying in work, if it is agreed that it is in their best interests to do so.
Why we collect this information
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Alternatively some information may be taken in the interest of Health and safety or any other regulatory body that we are duty bound to report to. We may use medical or other sensitive data provided by you to better serve and meet your needs (but under no circumstances will we process any sensitive data for marketing and/or profiling purposes).
Such sensitive information is only shared with the Seren Collection or our third party service providers (acting as data processors) for the purpose of providing the services you request. By making such special requests or notifying us of such preferences, you will be prompted to provide explicit consent to us sharing your information in this way. This is to ensure your requirements are fully met during your visit.
Roles and responsibilities
2.1 Seren is responsible for:
2.1.1 ensuring all leaders within the organisation are positive role models, championing and shaping a culture where the importance of wellbeing is recognised and supported.
2.1.2 developing a culture that encourages employees to talk about wellbeing issues they may have, whilst equipping managers to respond.
2.1.3 providing advice and information that promotes general wellbeing.
2.1.4 offering a range of approaches to wellbeing in the workplace, and services that can be accessed when required.
2.1.5 providing a wide range of wellbeing related learning and development opportunities.
2.1.6 promoting healthy working practices and providing all employees with appropriate support to allow them to achieve their potential.
2.1.7 monitoring and reviewing HR metrics as indicators of organisational wellbeing and taking steps to respond where issues are identified.
2.2 Line managers are responsible for:
2.2.1 providing an environment which is conducive to employees engaging with them about wellbeing.
2.2.2 encouraging and supporting employees to take personal responsibility for their own wellbeing, by signposting employees to appropriate support services and giving them the time and encouragement to participate.
2.2.3 championing wellbeing within their teams and departments, and challenging ways of working that impact wellbeing.
2.2.4 maintaining confidentiality of employees when supporting their wellbeing, disclosing to others only with the employee’s consent or when the employee is deemed at risk and their wellbeing, or the wellbeing of others, needs preserving. 2.2.5 seeking advice and help from HR at an early stage if any issues arise.
2.2.6 ensuring that they are supported when dealing with employee wellbeing issues. 2.2.7 monitoring attendance and encouraging employees to take regular breaks from work, as well as using their leave entitlement throughout the year.
2.2.8 encouraging employees to undertake learning and development activities to develop their awareness of wellbeing and wellbeing-related issues.
2.3 Employees are responsible for:
2.3.1 managing their own wellbeing and taking steps to seek support at an early stage if needed.
2.3.2 maintaining communication by raising concerns with their line managers, or other appropriate colleagues when factors are impacting their wellbeing.
2.3.3 using their annual leave throughout the year and taking regular breaks during the working day.
2.3.4 supporting colleagues, by providing information, and sharing knowledge and resources on managing wellbeing where appropriate.