NHS North Somerset Clinical Commissioning Group. Health and Wellbeing Policy

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1 NHS North Somerset Clinical Commissioning Group Health and Wellbeing Policy Approved by: Quality Assurance Group Ratification date: May 2016 Review date: May

2 Contents 1 PolicyStatement, Aims and Objectives... Error! Bookmark not defined. 2 Legislation and Guidance... Error! Bookmark not defined. 3 Statement of Principles 4 4 Accountacbilities and Responsibilities 5 5 Confidentiality 6 6 Key Indicators 6 7 Dissemination and Implementation.6 8 Where I can find further Information 7 2

3 With the exception of any entitlements covered by Agenda for Change terms and conditions, this policy is non-contractual. This policy does not form part of an employee s contractual terms and conditions and may be amended from time to time. 1 Policy Statement, Aims and Objectives 1.1 North Somerset Clinical Commissioning Group (CCG) is committed to ensuring both physical and mental health, and wellbeing of all employees. This policy has been developed to provide guidance for employees and managers regarding access to appropriate services in relation to health and wellbeing. 1.2 The CCG is committed to improving and safeguarding the health, safety and welfare of its employees and in that regard recognises the importance of identifying and reducing workplace stressors. 1.3 The purpose of this document is to summarise the policies, procedures and initiatives that are available to employees within the organisation in relation to health and well-being. It will act as a useful reference document as well as sign posting staff to other relevant documents. It is anticipated that the organisation will be able to demonstrate its commitment to staff health and well-being and ensure that the recommendations referred to in the Boorman Report are enacted within NHS North Somerset Clinical Commissioning Group (CCG). 1.4 The CCG aims to promote good practice in both physical and mental health and wellbeing activities and share successes across the organisation. 2 Legislation and Guidance 2.1 Whilst there is no specific legislation regarding a requirement to provide workplace wellbeing services, employers have a duty under the Health and Safety at Work Act 1974 to ensure, so far as is reasonable practicable, that their workplaces are safe and healthy. 2.2 In 2009 an Occupational Health Specialist, Dr Boorman, undertook a review into NHS Staff Health and Wellbeing following the Government s response to a review undertaken by Dame Carol Black. The review said: 3

4 The NHS is one of the world s largest employers and the health and wellbeing of its workforce, which accounts for a significant proportion of the UK working population, is crucial to the delivery of the improvements in patient care envisaged in the NHS Constitution. It is important to emphasise that staff health and well-being is more than just an absence of disease. Rather, it puts an emphasis on achieving physical, mental and social contentment. Organisations that prioritised staff health and well-being performed better, with improved patient satisfaction, stronger quality scores, better outcomes, higher level of retention and lower rates of sickness absence. 3 Statement of Principles 3.1 This policy applies to those members of staff that are directly employed by North Somerset CCG and for whom North Somerset CCG has legal responsibility. 3.2 This guidance forms part of the CCG s general Health & Safety Policy arrangements as well as contributing to the promotion of good health. It encompasses such matters as smoking, alcohol and substance misuse, physical activity and stress. 3.3 The CCG recognises the important role that it has to improve the health, safety and wellbeing of staff, supported by trade unions, as indicated by the Health & Safety Executive (HSE). The CCG will fulfil its commitment by: Identifying potential hazards or circumstances that might contribute to inappropriate levels of work-related stress and conduct risk assessments to eliminate or control the risks from such stress. Risk assessments will be the mechanism used to assess risks. Consulting with managers, staff and staff representatives on issues relating to wellbeing via various forums including Staff Representatives meetings, Human Resources, Policies and Procedures and staff briefings. Increasing awareness and understanding of stress related issues and the importance of good health and wellbeing through identification, prevention, control and subsequent monitoring of causes of stress at work including where appropriate training and health promotion. 4

5 Provide statutory mandatory training in all subjects relating to health and safety via tutor led courses and e-learning. Provide a confidential counselling service for staff whose well-being is adversely affected by stress. 3.4 The CCG is committed to providing a working environment and management policies and practices which promote staff well being and good health and this guide below will signpost where to find further information. 4 Accountabilities and Responsibilities 4.1 Overall accountability for the health and wellbeing of this workforce lies with the Chief Operating Officer. Delegated responsibilities are given as follows Executive Team Responsibility for making themselves available to staff to raise concerns regarding an employee s wellbeing where they are deemed to be a potential risk to themselves or others. Line Managers Developing and creating a culture where employees can discuss any concerns they may have regarding their welfare or that of others. Ensuring employees are aware of the services available and how they can be accessed. Taking prompt action where there are concerns regarding the wellbeing of an employee. Seeking advice from Human Resources/Occupational Health Services as appropriate. All Staff Discussing any wellbeing issues with their manager/human Resources Being aware of services available and the procedures to access them. Human Resources 5

6 Providing advice and guidance in relation to this policy. Provision of Occupational Health Services/Staff Counselling Service Occupational Health Services Providing confidential support to employees who self-refer or who are referred by their line manager because of concerns about their wellbeing in accordance with the Sickness Policy. This may include advice to access specialist services as deemed necessary. 5 CONFIDENTIALITY 5.1 While all dealings with staff are subject to the CCG s policy on confidentiality, it must be emphasised that this is often of paramount importance with regard to those experiencing mental health difficulties. However, it must also be emphasised that confidentiality may be necessarily breached in certain circumstances where the individual is deemed to be a risk either to him/herself or to other people. Such a concern must be escalated to a Director or Officer of North Somerset CCG. 6 KEY INDICATORS 6.1 Case study evidence and experience published by NHS Employers demonstrates that organisations which adopt a positive approach to improving health and wellbeing across the organisation, may achieve substantially reduced costs associated with: Absenteeism Staff turnover Risk management Increased staff morale, job enrichment, quality of work life Continuous improvement of achievement Improved productivity and overall organisational performance 6.2 The CCG will monitor the range of Workforce metrics through regular Workforce reports and employee feedback through Staff Surveys and Appraisal data to help understand the needs of staff and what the key issues are relating to health and wellbeing. 7 Dissemination and Implementation The policy will be available to all employees via the CCG website. 6

7 7

8 8 Where can I find further information? Link to Boorman Review Alcohol Visit Alcohol and Substances Misuse Policy available on the North Somerset CCG Website. Tackling major health and lifestyle issues Annual Leave Anxiety Visit the Annual Leave Policy available on the North Somerset CCG Website See also Agenda for Change Terms and Conditions Visit the Managing Sickness Absence and Promoting Health and Wellbeing Policy available on the North Somerset CCG Website Also visit the Health and Safety Executive Website for issues relating to anxiety and stress, Managers recognise the link between staff health and well-being and organisational performance. Promoting mental health Back For joint, muscle or spinal problems, contact your GP Also visit NHS Choices website Prevention of ill-health 8

9 Bullying & Harassment Carer s Leave Visit the Bullying and Harassment policy available on the North Somerset CCG Website See also Agenda for Change Terms and Conditions, Section 32 Dignity at Work. Visit the Flexible Leave policy available on the North Somerset CCG Website Discuss your situation with your line manager and HR Managers recognise link between staff health and wellbeing and organisational performance. Managers recognise link between staff health and wellbeing and organisational performance Communications Staff Communications will be circulated via regular briefings every 2 weeks with some Communications displayed on the Staff noticeboard. Staff Huddle meetings will be held regularly to engage with staff about the wider organisation. Any relevant consultations with staff will be conducted through briefings and 1:1 s in line with the Organisational Change Policy which is available on the North Somerset CCG website. Embracing staff engagement. Compassionate Leave For any queries relating to staff Communications please speak to either HR or the Communications Team. Visit the Flexible Leave policy available on the North Somerset CCG Website Promoting mental health 9

10 Counselling Cycle to Work Dignity at Work Disability Contact your GP, voluntary organisations or speak to your line manager or HR if you are unsure of the support the CCG can offer you. The CCG operates a tax free salary sacrifice scheme for staff who wish to purchase a bicycle for work journeys. Bullying and Harassment Policy available on the North Somerset CCG Website Training for managers in dealing with Bullying and Harassment is available. Contact HR. Visit Equality & Diversity Policy and Management of Sickness Absence and Promotion of Health and Well Being Policy available on the North Somerset CCG Website See also Agenda for Change Terms and Conditions, Part 5 Equal Opportunities. Promoting mental health Prevention of ill-health Managers recognise link between staff health and wellbeing and organisational performance. Tackling major health and lifestyle issues Drugs Visit the Alcohol and Substance Misuse Policy available on the North Somerset CCG Website Tackling major health and lifestyle issues Exercise EAP Visit for further information and Employee Assistance Programme. Information on managing your health and well being and dealing with life s expected and unexpected events. Visit the website on and login using the North Somerset Staff login as displayed on Prevention of ill-health Tackling major health and lifestyle issues, 10

11 Food the Staff Noticeboard and communicated previously through Commmunications please ask HR for this if needed. For information on healthy eating, look at Health Promotion pages on website or contact the Public Health Team. Visit for further information. For information on healthy eating, visit Pages/Healthyeating.aspx prevention of illhealth, promoting mental health. Recognising the link between staff health and well being and organisational performance. Prevention of ill-health Flexible Working Visit the Flexible Working Policy available on the North Somerset CCG Website Prevention of ill-health. Promoting mental health. Health & Safety Visit the Health & Safety Policy available on the North Somerset CCG Website Visit the Health and Safety Executive Website for information on a range of health and safety issues Prevention of ill-health. Promoting mental health. 11

12 Home Working Visit Occasional Home Working Policy available on the North Somerset CCG Website Leadership Leadership training is offered to all groups of staff. Contact your manager or HR. NHS leaders are developed and link staff health with organisational performance Maternity Mediation Mental Health Musculoskeletal Visit the Maternity Policy available on the North Somerset CCG Website See also Agenda for Change Terms and Conditions, Part 3 Terms and Conditions Section 15 Maternity Leave and Pay Visit the Bullying and Harassment Policy available on the North Somerset CCG Website Visit Sickness Management Policy and Promotion of Health and Well Being available on the North Somerset CCG Website For joint, muscle or spinal problems, please contact your GP in the first instance. If these issues are affecting your ability to do your job please discuss with them your manager or HR. A DSE assessment may be helpful. Tackling major lifestyle issues Promoting mental health Early intervention for musculoskeletal problems Obesity For information on healthy eating, look at Health Promotion pages on website or contact Public Health Team, Visit for further information. Also contact your GP who can also signpost you to relevant support. Tackling major health and lifestyle issues 12

13 Physical Activity Physical Activity to get active visit or Retirement Visit the Retirement Policy available on the North Somerset CCG Website Tackling major lifestyle issues Stress See Management of Stress Policy available on the North Somerset CCG Website Promoting mental health and well-being. Early intervention for mental health issues. Sickness Absence Smoking See Management of Sickness and Promotion of Health and Well-being policy available on the North Somerset CCG Website For support to stop smoking contact a Support to Stop Advisor in Public Health or contact your GP. Remember staff are able to enrol on the NHS stop smoking programme at the venue of their choice and claim back their prescription charges. Contact or Mental health categories included within staff sickness absence monitoring. Managers aware of support services. Tackling major health and lifestyle issues 13

14 Staff Survey Staff Survey results will be communicated to all staff via Communications and briefings after they have taken place. Regular communications to be shared with staff over You said, We did to show actions taken following staff survey results. Embracing staff engagement. Training Visit North Somerset CCG Website for available training, including e-learning opportunities. Management training and induction. Work Life Balance Workforce Visit Work Life Balance Policy available on the North Somerset CCG Website The CCG organisational development plans cover all aspects od developing the organisation workforce including individual training and development so people get job satisfaction and have a sense of their worth to the organisation. Tackling major health and lifestyle issues Early intervention for mental health issues 14

15 1. SCREENING EQUALITY IMPACT SCREENING PROFORMA For each of the nine protected characteristics answer the questions (Yes/No/Comment) below: Question Age* Disability** Gender reassignment*** Marriage and civil partnership Pregnancy and maternity Race Religion or belief Sex Sexual orientation Is this a major service or policy in scale or significance for the CCG? Do different groups have differing needs, issues or priorities in relation to the service or policy Is there potential or evidence that the proposal will affect different groups in different ways (including No No No No No No No No No No No No No No No No No No No No No No No No No No No 15

16 discriminating for or against some)? Is there any evidence that the proposal will increase or reduce health inequalities? Is there doubt about the answers to any of the above questions (e.g. lack of good information)? No No No No No No No No No No No No No No No No No No * For Age screen for both younger and older people ** For Disability look at the needs or impact on people with visual impairment, people with a hearing impairment/deaf people, people with learning disabilities, people with mobility problems including wheelchair users, people with a long term condition e.g. enduring mental health problem *** Include Transgender and Transsexuals 16

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