Employee Health and Wellbeing Policy - October 2020 (LA last updated July 2019) - Hazel Oak School

Employee Health and
 Wellbeing Policy

 October 2020
 (LA last updated July 2019)

To be reviewed October 2021

Agreed by Governors on ………………………………………Date

Signed by………………………Chair of Governors

Version (1.0) July 2019

SOLIHULL METROPOLITAN BOROUGH COUNCIL

 Employee Health &
 Wellbeing Policy

 Schools

 This policy sets out the terms of agreement reached by those
 participating in the Council’s Consultation and Negotiating
 Framework.

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Employee Health & Wellbeing Policy - Schools

Current version: 1.0

Document type: Final

Prepared by: Claire Cooksey – Policy Development HR Advisor (HR)

Approved by: CCNC Policy & Procedures group & Solihull Schools Strategic
 Accountability Board

Next review date: July 2020

Circulation: All Council school employees / Extranet

Document revision dates

Revision Date Revision description
1.0 8 July 2019 New policy

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CONTENTS Page
 1. Introduction 4

 2. Aim of Policy 4

 3. Scope of Policy 5

 4. Preventing Absence 6

 5. Health & Wellbeing priorities 7

  Physical activity
  Healthy eating
  Mental wellbeing
  Smoking
  Alcohol

 6. Roles & Responsibilities 10

 7. Support Arrangements 12

 8. Appendix 1 – Risk assessment process 15

 Appendix 2 – Further information and resources 16

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1. Introduction

Solihull Council is committed to creating an environment that improves the health and
wellbeing of employees in schools and accommodates the personal needs of the workforce.
The Council’s wellbeing agenda is seen as a visible and active commitment that supports
employees; is adaptable to their needs and keeps its workforce fit and healthy. The school
recognises that when employees feel valued and engaged they will ultimately be healthier,
more productive and a more resilient workforce, being better placed to deal with change.
Additionally, the school aims to provide a supportive working environment to those
experiencing or recovering from reduced physical and/or mental ill-health.

A positive working environment and appropriate support at work can have a significant
impact on reducing sickness absence and improving long term outcomes for employees
experiencing mental health difficulties. A positive and supportive environment is essentially
about good, supportive management practices, characterised by respect and value for
employees, meaningful consultation, employee involvement and participation in decision
making. This can benefit employees in the following ways:
.
 o Improve performance
 o Increase motivation
 o Reduce anxiety
 o Increase job satisfaction
 o Better able to handle workplace/personal stress
 o Improve attendance

2. Aim of Policy
The aim of this policy to:

  To develop a healthy, motivated workforce who are able to deliver a high standard of
 education to pupils.

  To recognise that excessive hours of work can be detrimental to employee health and
 effectiveness

  To offer flexible working practices where possible, without damaging opportunities for
 pupils to succeed.

  To communicate the importance of a work-life balance to all employees and to
 respond sensitively to external pressures which affect the lives of employees.

  Promote and encourage employee participation in regular moderate intensity physical
 activity.

  Raise awareness and encourage employees to make healthy eating choices.

  Create a workplace environment and culture within school that promotes the mental
 wellbeing of all employees and provides a responsive and evidence based stepped
 approach to those who may experience a mental health problem.

  Support and encourage employees to access smoking cessation services, raise
 awareness of the risks of smoking and help employees to quit or reduce the harm
 caused by tobacco.

  Raise awareness of recommended guidelines for alcohol intake and encourage
 employees to drink responsibly.
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3. Scope of Policy

This policy applies to all employees including those on fixed term contracts, agency workers
and casual/zero-hours workers.

This policy has been developed in line with the following legislation:
 The Health and Safety at Work etc. Act 1974 requires employers to ensure, as far as
 reasonably practicable, that their workplaces are safe and healthy.

 The Management of Health and Safety at Work Regulations 1999, Regulation 5,
 requires employers to plan, organise, control, monitor and review their health and safety
 arrangements. Health and safety investigations form an essential part of this process.

Additionally, the Health and Safety Executive (HSE) have developed a set of Management
Standards for Tackling Stress to help employers meet their legal obligations. The
Management Standards cover six areas of work design that can, if not properly managed,
represent the primary sources of stress at work. The Council has used the Standards to
simplify the risk assessment process.

 Equality Act 2010 - legally protects employees from discrimination in the workplace and
 in wider society.

The Governing Body has a ‘duty of care’ towards its employees. This places an obligation
on the Governing Body to manage and safeguard the physical and psychological wellbeing
of all its employees. To support these objectives, the Council has a range of policies and
guidance in place that aims to support wellbeing in the workplace and to assist in preventing
and reducing sickness absence. These policies and guidance documents can be found on
the school’s { HYPERLINK
"https://extranet.solgrid.org.uk/management/staffing/smbcschoolshr/SitePages/Policies%20a
nd%20Supporting%20Documents.aspx" }.

 - Sickness Absence Management

 - Drugs Alcohol & Substance Abuse in the Workplace

 - Equality & Diversity

 - Flexible Working

 - No Smoking

 - Agile Working

 - Leave of Absence

 - Grievance

 - Dignity at Work

 - Domestic Abuse

 - Health & Safety

Headteachers, Human Resources and Occupational Health must ensure that personal data,
including information about individuals' health, is handled in accordance with the
Council's/school’s data protection policy and guidance on processing special categories of
personal data.

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The Governing Body is committed to ensuring that positive steps are taken in school to
promote a healthy work-life balance for all employees. For teachers, the { HYPERLINK
"https://www.gov.uk/government/publications/school-teachers-pay-and-conditions" } requires
that all teachers and Headteachers enjoy a reasonable work-life balance:
‘Governing Bodies and Headteachers, in carrying out their duties, must have regard to the
need for the Headteacher and teachers at the school being able to achieve a satisfactory
balance between the time required to discharge their professional duties and the time
required to pursue their personal interests outside work.’
The same principle is extended to all support staff who work at the school. The Governing
Body and Headteacher will make this policy available to all employees at the school.

(OPTIONAL)

Other local policies and practices within our school (which can be found on the school
Intranet/notice board) include:

 (make specific to school’s own policies)

  e.g. Marking policy

4.0 Preventing Absence
It is necessary to have an understanding of the causes of absence in order to formulate
strategies that address sickness absence. The main causes of absence can broadly be
categorised as four distinct areas:

 Health and lifestyle factors Workplace factors
 Mental or physical illness or injury/poor Working patterns
 health Health and safety concerns
 Smoking Travel times
 Excessive use of alcohol Excessive hours
 Lack of exercise Lack of flexible working hours
 Body weight Relationships at work
 Lack of sleep

 Attitudinal and stress factors Domestic and relationship factors

 Job satisfaction Divorce/separation
 Career satisfaction Number of children under 16
 Intention to leave Lack of childcare
 Organisational commitment Caring responsibilities
 Stress Financial worries
 Absence ‘culture’ Bereavement

Clear and consistently applied procedures play an important part in managing attendance.
However, these do not necessarily address some of the underlying causes of sickness
absence. It is some of these areas where prevention may be more effective including:

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 Health promotion
  Flexible working arrangements
  Improving the physical working environment
  Job design
  Managing performance, behaviour and career expectations of self and others through
 the Performance Development Review process (support staff) and teacher appraisal
 system
  Supporting employees to have a sense of control, choice and purpose in their job
 role.
  Building trust and loyalty
  Monitoring of working hours/taking work home
  Monitoring of individual workloads
  Providing extra support to staff at certain times that can be particularly challenging
 e.g. OFSTED inspections
  Prevention of accidents and occupational ill health
  Regular engagement with employees on work-related issues that may affect their
 health

The Council offers a variety of Health, Safety and Wellbeing initiatives including occupational
health support, Employee Assistance Programme and various employee benefits.

The Employee Assistance Programme’s website run by ‘Health Assured’ also contains
guidance and information sheets on a range of health and wellbeing topics. (delete if school
uses a different EAP provider to the Council)
5.0 Health & Wellbeing objectives and priorities
This policy focuses on identifying the objectives and actions the School/Council will
undertake to implement using the following wellbeing topics: physical activity; healthy eating;
mental wellbeing; smoking and alcohol.

5.1 Mental health wellbeing

Objectives:
  Develop a supportive culture, free of stigma, tackling factors that may negatively
 affect mental wellbeing and supporting initiatives that are known to positively impact
 upon mental wellbeing in the workplace and to develop management skills.

  Provide an evidence-based stepped approach to supporting employees experiencing
 mental health difficulties.

Mental ill health and stress are associated with many of the leading causes of disease and
disability. Promoting and protecting the mental wellbeing of the workforce is important for
individuals’ physical health, social wellbeing and productivity.
The Health and Safety Executive define stress as being “the adverse reaction people have to
excessive pressures or other types of demand placed on them”. However it is important that
the difference between “pressure” and “stress” are acknowledged: pressure does not
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necessarily give rise to stress and pressure can sometimes be a motivator. While
acknowledging that pressure and stress may also be caused by a range of issues external to
the workplace, the Council’s prime responsibility is to address work-related stress.

Addressing workplace stress and mental wellbeing can help strengthen the positive,
protective factors of employment, reduce risk factors for mental ill health and improve
general health. It can also help promote the employment of people who have experienced
mental health conditions, and support them once they are at work.

Important aspects of mental wellbeing includes providing information and raising awareness,
supporting resilience and self-management, providing managers with skills to deal with
issues around mental health and stress effectively, providing a supportive work environment,
offering assistance, advice and support to anyone experiencing poor mental wellbeing or
returning to work after a period of absence due to poor mental wellbeing.

Appendix 1 contains a structured procedure for dealing with cases where an employee’s
stress is a cause for concern.
ACAS have also produced some practical guidance on wellbeing at work and mental health
including:

 { HYPERLINK "http://www.acas.org.uk/index.aspx?articleid=6064" }
 { HYPERLINK "http://www.acas.org.uk/index.aspx?articleid=6062" }
 { HYPERLINK "http://www.acas.org.uk/index.aspx?articleid=5880" }
 { HYPERLINK "http://www.acas.org.uk/media/pdf/8/i/Approaching-a-sensitive-
 conversation-regarding-mental-ill-health.pdf" }
 { HYPERLINK "http://www.acas.org.uk/media/pdf/8/5/Common-adjustments-for-staff-
 experiencing-mental-ill-health.pdf" }

5.2 Physical activity

 Objectives:

  Raise awareness of the benefits of physical activity.

  Support employees in becoming more active in a variety of ways particularly using
 active travel to and from work.

  Remove barriers and enable employees to be active in and around work.

Physical activity is essential for good health and contributes to positive wellbeing. Many of
the leading causes of disease and disability – such as coronary heart disease, strokes,
obesity, type 2 diabetes, dementia, hypertension (high blood pressure), colorectal cancer,
stress, anxiety, osteoarthritis, osteoporosis and musculoskeletal problems – are associated
with physical inactivity.

Wherever possible, adults should achieve at least 150 minutes a week of moderate intensity
physical activity. This should be taken in bouts of 10 minutes or more to count towards your
weekly total and we should try to be active on every day of the week.

Any activity whether it is connected with leisure, working or travel counts towards physical
activity. It includes activities such as walking, cycling, gardening, dancing and housework, as
well as participation in sport and formal exercise.

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The workplace is an important setting in which people can increase their levels of activity to
benefit their health and protect against illness.

Physical activity helps employees manage stress, back pain, weight and some medical
conditions. Employees who are physically active also report less illness and recover more
quickly from illness.
5.3 Healthy eating

 Objectives:

  Implement a healthy eating programme that raises awareness of the benefits of
 healthy eating.

  Implement healthy eating initiatives that support employees to make healthier eating
 choices in a variety of ways.

  Remove barriers and enable employees to make healthy eating choices.

Healthy eating is essential for good health and contributes to positive physical and mental
wellbeing. Many of the leading causes of disease and disability – such as obesity, coronary
heart disease, type 2 diabetes, certain types of cancer, mental ill health and osteoporosis –
are associated with poor nutritional choices.

A healthy, balanced diet contains a variety of different types of food, including: lots of fruit,
vegetables; plenty of starchy foods such as wholemeal bread and wholegrain cereals; some
protein-rich foods such as meat, fish, eggs and lentils; and some dairy foods. We should also
be drinking about 6 to 8 glasses (1.2 litres) of water, or other fluids, every day to stop us
getting dehydrated.

The workplace is an important setting in which people can increase their intake of healthy
foods to benefit their health and protect against illness. A healthy, balanced diet also helps
people to recover more quickly from illness.

The food we eat, and what we drink, not only have a physical impact on our body, but can
also contribute to our mental health, resulting in improved levels of concentration, mental
alertness and ability to cope with everyday stresses and strains.

5.4 Alcohol

Objectives:

  Raise awareness of health promotion information regarding alcohol and substance
 misuse.

  Provide support to employees requiring help for alcohol or substance misuse.
The school/Council recognises that excessive alcohol consumption can have a negative
impact on the mental and physical health, wellbeing and safety of its employees and has a
Drug, Alcohol & Substance Abuse policy to reflect its commitment to improving the health
and wellbeing of employees. The policy provides links to information and advice as well as
access to help for people who may be affected by their own or someone else’s drinking.

5.5 Smoking

Objectives:

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 To have a workplace that is smoke free.

  Provide information and raise awareness of the risks of smoking and ways to give up
 smoking or minimise the harm caused by tobacco.

The School/Council has a No Smoking at Work Policy which recognises its responsibilities to
provide a safe working environment to all its employees and pupils.

6.0 Roles & Responsibilities
Wellbeing in the workplace is relevant to all employees and everyone can contribute to
improved wellbeing at work. Addressing workplace wellbeing can help strengthen the
positive, protective factors of employment, reduce the risk factors for mental ill health and
improve general health.

6.1 The Council’s role will be to:

 Increase awareness and understanding of how to promote wellbeing at work and the
 avoidance of absence;
 Ensure advice and guidance is available to Headteachers in dealing with wellbeing
 concerns of employees;

To achieve this commitment, a wellbeing programme has been developed by the Wellbeing
Steering Group which details the Council’s overall objectives, priorities and tactics.

6.2 The Governing Body’s role will be to:

 Take responsibility for implementing this policy and ensuring that the Headteacher, senior
 Leadership team and all other school employees enjoy a reasonable work-life balance.
 Promote positive mental health and wellbeing in the workplace.
 Regularly review the demands on Headteachers and Senior Leadership teams and put in
 place measures to minimise the risks to employee wellbeing as far as is reasonably
 practicable. This includes identifying the causes of work related stress, such as
 consistently high workloads, unreasonable expectations, introducing changes without
 sufficient consultation, employee engagement and addressing issues of workplace
 conflict at the earliest opportunity, with a particular focus on seeking informal resolution.

6.3 The Headteacher and Senior Leadership team will:

 Seek to identify potential circumstances that may affect the wellbeing of employees and
 conduct risk assessments;
 Ensure that employees enjoy a reasonable work-life balance and lead by example in this
 regard.
 Support the Governing Body in ensuring that strategies are implemented to effectively
 manage and, where necessary, reduce employee stress.
 Ensure all employees take part in a supportive performance management process and
 ensure their continuous professional development;
 To assist and support employees with mental health problems and those demonstrating
 symptoms of stress.
 Show understanding to employees’ personal circumstances and offer additional support
 with signposting where appropriate e.g. bereavement, separation etc.

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 Be familiar with SMBC HR policies on, equality and diversity, dignity at work, flexible
 working, leave of absence and tackling inappropriate behaviour in order to support
 employees. Ensure that all school employees have access to the school’s policies.
 Report and manage ill health related absences in accordance with the Sickness
 Absence Management Policy and Procedure.
 Undertake risk assessments to identify health and wellbeing issues related to work and
 develop appropriate action plans (in conjunction with HR and H&S) to manage risks
 identified.
 Be aware of the support arrangements available to employees, including the Employee
 Assistance Programme and any wellbeing support from the school’s absence insurance
 provider (where applicable)
 Ensure training and support is available to all employees including home and agile
 workers, temporary staff and volunteers.

6.4 Corporate Health and Safety Group / Policy and Procedure Consultation Groups:

 Comment on and approve this Policy and associated policies and procedures which
 seek to promote wellbeing and improve awareness of mental health issues.
 Review surveys, data, trends, priorities and other information as required and make
 recommendations on ways to further manage identified risks.

6.5 Health and Safety Support Team:

 Jointly (with HR) develop corporate policies, procedures and standards to support health
 and well-being.
 Carry out a programme of audits and inspections to ensure health and safety policies
 are complied with.
 Ensure appropriate health and safety awareness and training is available to employees.
 Provide assistance (as appropriate) to complete suitable workplace risk assessments.

6.6 Human Resources:

 Jointly (with the Wellbeing Steering Group) maintain and review this policy.
 Develop policies and procedures that promote and support the health and wellbeing of
 employees and help improve awareness of mental health issues.
 Assist Headteachers and liaise with Occupational Health, Health and Safety, other
 medical professionals and agencies, as appropriate, in order to support employees in
 maintaining good mental health and wellbeing.
 Monitor the effectiveness of measures to address work related stress and mental ill
 health by providing appropriate management information as required.
 Provide a platform for the employee voice and seek the views of Headteachers on the
 effectiveness of the Employee Health &Wellbeing policy.

6.7 Public Health

 Provide public health advice on the content and effectiveness of the wellbeing offer for
 employees.
 Assessing, monitoring and evaluating the effectiveness of the Workplace Wellbeing
 programme.
 Ensuring employees have access to evidence based information advice (including apps;
 books; web links etc.) and support to enable them to make choices which will optimise
 their wellbeing.

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 Provide public health advice on the health impact of Council/school work related policies.
 Provide expertise to the Council/schools on using all aspects of behavioural science
 applicable to workplace wellbeing.

6.8 Employees

Employees are encouraged to take responsibility for managing their own health and
wellbeing, as far as they are able:

 Make themselves aware of the school’s policies on Sickness Absence Management,
 bullying and harassment, capability, marking, etc.
 Adopt good health behaviours in relation to diet, exercise, alcohol consumption and
 smoking.
 Inform their manager if they believe work or the work environment poses a risk to their
 health and actively participate in completing risk assessments.
 Inform their manager if they feel they are experiencing the adverse effects of poor
 mental health, so that they may receive appropriate support and advice. Any health
 related information disclosed by an employee during discussions with managers, HR or
 Occupational Health is treated in confidence.
 Accept opportunities to attend training and receive additional support if appropriate and
 when well enough to do so.
 Be supportive of colleagues who may have poor mental health and alert managers
 should they have concerns regarding the health of a work colleague or their own line
 manager.
 Raise concerns with their line manager if they feel there are work issues that are
 causing them stress and having a negative impact on their wellbeing.
 Utilising informal procedures, wherever possible, to resolve workplace issues.
 Demonstrate a commitment to the { HYPERLINK
 "https://extranet.solgrid.org.uk/management/staffing/smbcschoolshr/HRDocuments/SM
 BCHRSBehaviouralFrameworkvf2June2015.docx" } to ensure a harmonious working
 environment and do not cause unnecessary stress to others.

6.9 Trade unions

  Work with the Council and schools to raise awareness and promote the importance of
 health and wellbeing in the workplace.

  Support employee members who are experiencing difficulties with their
 health/wellbeing in sickness absence procedures or with workplace issues.

  To signpost members to relevant support agencies, organisations or training available
 to them.

7.0 Support arrangements

7.1 Occupational Health

Health Management Limited (HML) provides a comprehensive occupational health service
which is focused on pro-active intervention to help support employees stay in work or to
assist those rehabilitating after a period of long-term sickness absence. Line managers can
contact the Occupational Health team directly to discuss the management of particular health

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conditions. Referrals to Occupational Health are made online by the line manager on the
Healthhub website following a discussion with the employee: { HYPERLINK
"https://hub.healthmanagement.co.uk" }.

Further details and instructions can be found on the HR section of the Extranet.

7.2 Employee Assistance Programme
The Employee Assistance Programme (EAP) is an employee benefit designed to help
employees to deal with personal and professional problems which could be affecting their
home or work life, health or general wellbeing. The programme is run by an organisation
called Health Assured.

This is a confidential facility that will provide information, expert advice and structured
counselling by telephone 24 hours a day, 7 days a week. The service gives the employee a
place to turn for support any time of day or night, 365 days a year. Support is available for
whatever issues they might be facing, personal or work-related, including stress, depression,
medical issues, marriage and relationship issues, addiction, bereavement, legal concerns,
coping with change, parenting issues, financial and tax problems and much more.

To use the confidential service employees can contact the freephone number 0800 030 5182
, the email facility on their website or via the instant web chat facility via the website: {
HYPERLINK "http://www.healthassuredeap.co.uk" } using the login in details:

Username: Solihull
Password: MBC

There can be times when additional support is needed for employees and managers alike.
Experienced, professional counsellors are available and can determine appropriate
resources, and help with the next steps. Where there is deemed to be a clinical need, up to
6 face-to-face or telephone counselling sessions can be offered to employees.

There is also a Health e-hub Mobile App and Online Health & Wellbeing Portal that offers
employees access to online webinars, factsheets and tailored programmes online, allowing
them to take control of their wellbeing independently, or alongside their counselling support.

Although the focus of the EAP is for employees, it is recognised that employees may be
affected by family or relationship issues. As such, access to the freephone support is
extended to an employee’s dependants*, spouse and partners (Legal advice, medical
treatment, face to face counselling and structured counselling is excluded). *Dependents must
be in full time education, aged 16 to 24, and living in the same household.

7.3 School’s Advisory Service (Absence Insurance Scheme) - delete if not applicable

The school is a member of the { HYPERLINK "http://www.schooladvice.co.uk/" } scheme,
which offers individual support, including confidential face-to-face counselling for insured
members of staff. As well as being an absence insurance scheme, SAS also offers a
wellbeing package to the insured members of staff.

The wellbeing cover includes a range of support services such as physiotherapy, cancer
support service, 24 hour GP helpline, medical cover for a number of operations, menopause
support, relationship counselling and weight management subscriptions.

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The groups of insured staff within are school are: (delete as applicable)

 - Teachers and the leadership team

 - Teaching Assistants

 - School Business Manager

 - Site Manager

7.4 Other wellbeing benefits for SMBC school employees

  Yearly flu-jab vaccinations are offered to employees

  Workstation (DSE) assessments are available via Health & Safety team

  { HYPERLINK
 "https://extranet.solgrid.org.uk/management/staffing/smbcschoolshr/SitePages/Benefi
 ts%20and%20Wellbeing.aspx" } for users of visual display screen equipment

  { HYPERLINK
 "https://extranet.solgrid.org.uk/management/staffing/smbcschoolshr/SitePages/Benefi
 ts%20and%20Wellbeing.aspx" } - A salary sacrifice scheme in which you can save at
 least 32% on the cost of a new bike. Also see the FAQs on the HR section of the
 Extranet

  { HYPERLINK
 "https://extranet.solgrid.org.uk/management/staffing/smbcschoolshr/SitePages/Benefi
 ts%20and%20Wellbeing.aspx" } – access to a corporate health cash plan that allows
 you to claim back cash payments towards everyday healthcare costs { HYPERLINK
 "http://www.bhsf.co.uk" }

  { HYPERLINK
 "https://extranet.solgrid.org.uk/management/staffing/smbcschoolshr/SitePages/Benefi
 ts%20and%20Wellbeing.aspx" } – A facility to save monthly through your SMBC
 salary deductions. The aim of credit unions is to encourage its members to save
 regularly and/or provide loans to members at very low rates of interest.

[7.5 Support to our school employees ]

(School can add any other local support actions offered to employees here)

Examples:

- Twice weekly communication via morning staff briefings

- All staff encouraged to contribute to the School Development Plan

- All staff invited to INSET days

- Consultative staff meetings once a term to give staff the opportunity to voice concerns and
 to have their views sought.

- Opportunity for teachers to conduct PPA time at home, wherever practicable.

- Staff room with facility to eat lunch, relax, work and support colleagues

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- Successes are celebrated.
- Social activities are organised for staff by staff.
- An annual survey of staff to better understand the areas of work-life that have a
negative effect on staff well-being.

 APPENDIX 1
Risk Assessment Process

Risk Assessments are fundamental to the management of health and safety and will be
used to identify and assess the significant stressors that exist within particular service
areas. Such risk assessments must be:
  carried out by competent persons;
  recorded using the corporate Risk Assessment Template;
  communicated to those affected; and reviewed and revised, as appropriate.

For more detailed information about risk assessments generally please refer to the
corporate { HYPERLINK
"https://extranet.solgrid.org.uk/management/hsr/SitePages/Policies.aspx" }.

To assist with the identification and assessment of significant risks related to work
related stress, the Health and Safety Team has produced a school’s “{ HYPERLINK
"https://extranet.solgrid.org.uk/management/hsr/Risk%20Assessment/Stress%20at
%20Work%20School%20Team%20RA2016.doc" }”. This Risk Assessment is available
electronically on the Health and Safety Intranet pages on the Extranet.

This risk assessment is based on guidance from the Health and Safety Executive and
examines the six key aspects of work which experts have decided can contribute to
stress if not managed properly:

 Demands – workload, work patterns and the work environment
 Control – the amount of say staff have in how they do their work
 Support – encouragement, sponsorship and resources provided by the Council and
 colleagues
 Relationships – positive working to avoid conflict and dealing with unacceptable
 behaviour
 Role – the understanding by employees and the avoidance of conflicting roles
 Change – the organisation and management of large and small change within the
 organisation

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Line managers need to review this corporate risk assessment and amend it to reflect the
particular circumstances within their own service area.

To assist line managers to develop their own risk assessment, the Health and Safety
Support Team has produced a “{ HYPERLINK
"https://extranet.solgrid.org.uk/management/hsr/Risk%20Assessment/Template%2
0Stress%20Questionnaire%20Schools%20OCTOBER%202016.doc" }” that teams
can complete to help identify any stressors related to their particular service area. The
questionnaire can be found on the { HYPERLINK
"https://extranet.solgrid.org.uk/management/hsr/SitePages/Policies.aspx" } pages.

The Health and Safety Support Team can provide assistance, if line managers need help
to complete the Risk Assessment Questionnaire or to facilitate a team discussion. If the
risk assessment does not reveal any significant risk of work related stress, line managers
need only keep the matter under review. However, if the assessment identifies potential
workplace stressors, controls must be put in place to eliminate or reduce them to the
lowest levels reasonably practicable.

For further information on risk assessments, please contact the Health and Safety
Support Team on telephone 0121 704 6328.

 APPENDIX 2
Further wellbeing information and resources

Further information and guidance on wellbeing can be accessed from the Health and Safety
Extranet site or by contacting the Corporate Health and Safety Support Team on (0121 704)
6328

or

Further information and guidance can be accessed from the Human Resources Extranet site
or from the school’s named HR Advisor.

  Deana Leonard, HR Manager – Schools (0121) 704 6836, for any service related
 queries in relation to the HR Consultancy team.

  Debbie Smith, Shared Services Team Manager - Schools (0121) 704 6181, for
 any service related queries in relation to the HR Administration and Payroll service

Training

 - Mental Health First Aid Awareness for Headteachers & Line Managers
 A half day course for all managers

 - E-Learning modules are available to all schools.
Each Module only takes between 20 and 30 minutes to complete, where face to face sessions
generally take 1 - 2 hours. Modules include manual handling, Display Screen Equipment
Awareness and Stress Awareness.
For more information on e-learning contact Health & Safety.

{ HYPERLINK "https://solihull.mylifeportal.co.uk/wellbeing/" }- To help you find
information and advice to get fit, give up bad habits and look after your wellbeing, and how to
live healthily with the care and support you and the person you care for need.
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Solihull Libraries

The Library service has a collection of self-help books called ‘{ HYPERLINK
"http://www.solihull.gov.uk/Resident/Libraries/booksonprescription" }’ to help with a range of
common conditions such as anxiety, depression, phobias, low self-esteem, insomnia, panic
and agoraphobia, obsessive compulsive disorder and eating disorders.

The Books on Prescription scheme is endorsed by health professionals and the collections
are available to lend at { HYPERLINK "http://www.solihull.gov.uk/Resident/Libraries/Find-a-
library/thecorelibrary" }, { HYPERLINK "http://www.solihull.gov.uk/Resident/Libraries/Find-a-
library/chelmsleywoodlibrary" }, { HYPERLINK
"http://www.solihull.gov.uk/Resident/Libraries/Find-a-library/shirleylibrary" } & { HYPERLINK
"http://www.solihull.gov.uk/Resident/Libraries/Find-a-library/hobsmoatlibrary" }.

Other resources:

  ACAS
 { HYPERLINK "http://www.acas.org.uk/media/pdf/8/n/Health-work-and-wellbeing-
 accessible-version.pdf" }
 {HYPERLINK
 "https://solgrid365.sharepoint.com/claire.cooksey/AppData/Local/Microsoft/Windows/Tem
 porary Internet Files/Content.Outlook/ACAS Mental Health Top Tips.pdf"}

  Gov.uk has some practical advice and tools for school leaders and teachers to help
 review and reduce workload. See the { HYPERLINK
 "https://www.gov.uk/government/collections/workload-reduction-toolkit" }

  { HYPERLINK
 "https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/511
 256/Eliminating-unnecessary-workload-around-marking.pdf" }
  { HYPERLINK
 "https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/511
 257/Eliminating-unnecessary-workload-around-planning-and-teaching-
 resources.pdf" }
  { HYPERLINK
 "https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/511
 258/Eliminating-unnecessary-workload-associated-with-data-management.pdf" }

  Access to work that can provide advice and an assessment of workplace needs if
 you have a disability or a long-term health condition, and are already in work or about
 to start. Grants may be available to help cover the cost of workplace adaptations to
 enable you to carry out your job without being at a disadvantage. For more
 information, go to { HYPERLINK "http://www.gov.uk/access-to-work" }.
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 Mind is the leading mental health charity in England and Wales. Their helpline and
 website provide information and support to empower anyone experiencing mental ill
 health and general advice on mental health-related law. For more information, go to {
 HYPERLINK "http://www.mind.org.uk/" } or call 0300 123 3393.
  { HYPERLINK "https://www.nhs.uk/conditions/stress-anxiety-
 depression/improve-mental-wellbeing/" \l "five-steps-to-mental-wellbeing" } is a
 set of evidence-based public mental
 health messages aimed at improving the mental health and wellbeing of the whole
 population.

  Solihull Mind (for Solihull residents) { HYPERLINK
 "http://www.solihullmind.org.uk" }. Contact number 0121 742 4941/743 4237
 email: contact@solihullmind.org.uk

  NHS choices has a website that offers information and practical advice for anyone
 experiencing mental ill health. For more information, go to { HYPERLINK
 "http://www.nhs.uk/livewell/mentalhealth" }.

 Able Futures offers a free and confidential Workplace Mental Health Support Service
 if you are absent from work or finding work difficult because of a mental health
 condition. It aims to help people remain in (or return to) their role by building a
 support plan that suits the individuals needs and daily routine. For more information,
 go to { HYPERLINK "http://www.able-futures.co.uk or call 0800 321 3137.

 " }Rethink Mental Illness is the largest national voluntary sector provider of mental
 health services, offering support groups, advice and information on mental health
 problems. For more information, go to { HYPERLINK "http://www.rethink.org/" } or call
 0300 5000 927.

  Solihull Carers Centre. Independent information and support for carers.
 {HYPERLINK
 "https://extranet.solgrid.org.uk/management/staffing/smbcschoolshr/HRDocuments/w
 ww.solihullcarers.org"}.

  Solihull Integrated Alcohol Service (SIAS). This service helps individuals and their
 families to overcome drug, alcohol and gambling dependency. { HYPERLINK
 "https://www.sias-solihull.org.uk/adults-services/" }

  { HYPERLINK "https://www.educationsupportpartnership.org.uk/helping-
 you/telephone-support-counselling" }.
 There are many stresses on those who work in education - a challenging student,
 stress & depression, personal financial worries and so many more. The Education
 Support Partnership offers free, confidential help and support, no matter what the
 problem. { HYPERLINK "https://www.educationsupportpartnership.org.uk/helping-
 you/telephone-support-counselling" } receives over 7500 calls a year from education
 staff who have reached breaking point and is available UK wide on 08000 562 561.

  Trade unions - if you are a trade union member, you can seek help and guidance
 from your trade union representative.

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