Establish fair and inclusive policies and procedures
Suggested Actions
Start with the basic standards expected in everyday decisions and treatment of people, and seek appropriate advice where legal responsibilities are unclear.
Prioritise policies covering areas such as absence, performance, conduct, flexible working, adjustments and return to work, as these can directly affect mental health.
Review both the written wording and how the policy operates in practice, involving employees who may experience barriers or disadvantage.
Tell people who they can approach, what support may be available and what will happen during absence and when preparing to return.
Define the key stages, responsibilities and review points while retaining enough flexibility to respond to the individual rather than applying a standard solution.
Check policies against reliable legal guidance and ask employees and managers whether the procedures are clear, accessible and workable in practice.
Resources & Downloads
Employers with 250 or more employees have the option to produce and publish a voluntary action plan on the gender pay gap service, alongside their gender pay gap data.
There are very few workplaces where menopause will not be experienced directly, and all workplaces will have people who are impacted indirectly through the experiences of family, friends or colleagues.
In this article, we focus on menopause at work, and how employers are responding to recent legal changes, moving from awareness into meaningful, sustainable action.
Fair working practices are essential for a successful business and satisfied employees. That’s why, in Autumn 2023, the Mayor launched the Fair Work Charter.
10 simple things that will have a positive impact on you, your staff, and your business.
Established in 2011, Inclusive Employers works with hundreds of organisations to audit, train and embed workplace inclusion.
If a worker has poor mental health, it's important their employer takes it seriously and with the same care as a physical illness.
Equality law recognises that bringing about equality for disabled people may mean changing the way in which employment is structured, the removal of physical barriers and/or providing extra support for a disabled worker.
A good start is to have a workplace policy covering equality, diversity and inclusion. This might also be called an 'equal opportunities policy'.
Returning to work after a period of absence can bring mixed feelings. Often people are looking forward to returning to a sense of normality, but are also apprehensive about how they will manage work.
Understanding your legal responsibilities helps you build fair, inclusive workplaces with confidence.
The Toolkit
Engaging with your employees to increase their awareness of mental health in the workplace is a priority.
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TaskHave a clear plan for mental health across your workplace
Ensure employers establish an inclusive, actionable mental health strategy.
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TaskEstablish fair and inclusive policies and procedures
This action ensures workplace policies are legally compliant, inclusive, and fair.
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TaskDemonstrate your commitment to mental health at work
This action embeds mental health into an organisation’s core identity and leadership agenda.
Help your employees to understand their role in positive mental wellbeing. Help build confidence in your team and reduce stigma.
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TaskProtect people from harm at work
This action proactively safeguards employees by mitigating workplace hazards and misconduct.
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TaskCreate a safe and supportive environment that protects mental health.
This action fosters an open, respectful, and confidential workplace culture.
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TaskSupport flexible ways of working
This action empowers businesses to accommodate the diverse life stages and unexpected needs of their workforce by offering adaptable hours, locations, and transition plans.
Implement a solid approach to prevent bullying & discrimination and use sustainable methods to support employees.
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TaskSupport physical activity for good mental health
This action champions the vital link between movement and mental wellbeing by integrating physical activity directly into the working day.
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TaskSupport self-care for good mental health
This action empowers employees to actively manage their wellbeing by embedding and normalising self-care practices within the working day.
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TaskProvide a variety of mental health support options
This action ensures that employees have immediate access to a diverse ecosystem of mental health resources tailored to their individual preferences and needs.
Get Involved
The Leeds Mindful Employer Network brings local employers together to champion positive mental health at work. The Network is unique to Leeds, putting the city at the forefront of workplace mental health and wellbeing.
Becoming a Mindful Employer opens your business and staff up to a bunch of benefits. From quarterly peer support events to learn and newsletters and bulletins to keep you informed to local training, tools and resources.