Respond and adapt to meet people’s needs at work
Suggested Actions
Complete the plan through a voluntary conversation with the individual, focusing on what supports wellbeing, possible triggers and preferred responses.
Schedule review time and use it to check whether agreed support still reflects the person’s work, health and circumstances.
Set a simple reminder or review point so plans are updated through conversation rather than completed once and then forgotten.
Discuss the barrier and the person’s needs before deciding on changes, then record and review any adjustment that is agreed.
Consider the timing, duration and operational impact of flexibility with the individual, and review the arrangement as needs change.
Explain role boundaries, confidentiality and escalation, and ensure supporters can obtain advice without unnecessarily identifying the person concerned.
Start a private, compassionate conversation, listen to what the person needs and follow the appropriate support or urgent-response route.
Resources & Downloads
If a worker has poor mental health, it's important their employer takes it seriously and with the same care as a physical illness. Stress is not classed as a medical condition. But it can still be serious and cause, or make worse, other mental health conditions.
We believe that maintaining work is not just a means to earning a living but can also play an important role in our wellbeing.
Wellness Actions Plans are an easy, practical way of helping you support your own mental health at work.
And if you're a manager, they allow you to support the mental health of your team members.
When your work is focused on caring for others, it’s perhaps all the more important that you feel able to speak openly about your own mental health, and seek support when you need it.
DWP has worked in partnership with Autism Alliance UK and the Autism Task Group, comprising: disabled people, parents and advocates, disability organisations and medical professionals/ academics.
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.