Workplace Wellbeing

Rock Revelations (London) Ltd acknowledges that mental health issues and stress are linked to many of the primary causes of disease and disability in our society. Promoting and safeguarding the mental wellbeing of our workforce is essential for individuals’ physical health, social wellbeing, and productivity.

Mental wellbeing in the workplace pertains to all employees, and everyone can play a role in enhancing mental wellbeing at work. Addressing mental wellbeing can bolster the positive and protective aspects of employment, mitigate the risk factors associated with mental ill health, and improve overall health.

Additionally, it can facilitate the employment of individuals who have experienced mental health challenges and provide support for them in the workplace.

The aim of this policy is to offer direction and guidance to employees and line managers regarding the management of mental health and wellbeing concerns.

Mental health is defined as a state of wellbeing in which an individual can manage the normal stresses of life and work productively. However, when someone experiences mental ill health, their emotional wellbeing is compromised.

• Stress is described as “the adverse reaction people have to excessive pressure or demands placed upon them.”
• Health, according to the World Health Organisation (WHO), is defined as “a state of complete physical, mental, and social wellbeing, and not merely the absence of disease or infirmity.”
• Wellbeing is defined as “a state of being with others, where human needs are met, where one can act meaningfully to pursue one’s goals, and where one enjoys a satisfactory quality of life” (Economic and Social Research Council).

Rock Revelations (London) Ltd is dedicated to protecting and promoting the mental health and wellbeing of its employees and those impacted by its operations. We will continually work to enhance the mental health environment and culture within the company by identifying, eliminating, or minimising any harmful processes, procedures, and behaviours that may cause psychological harm or illness to our employees. These factors will be included in our Workplace Wellbeing Risk Assessment.

Rock Revelations will make every reasonable effort to promote mental health throughout the company by establishing and maintaining processes that support mental health and wellbeing.

To create a working environment that fosters and supports the mental health and wellbeing of all employees.

This policy will adhere to Health and Safety legislation and best practice guidelines.

• The relevant legislation includes:
  • The Health and Safety at Work Act 1974
  • The Management of Health and Safety at Work Regulations 1999
  • The Equality Act 2010

This policy will be created in alignment with existing organisational policies and procedures. It will be supported at all levels of the company, developed and implemented across all departments, and evaluated and reviewed as necessary.

To address workplace factors that may adversely impact mental wellbeing and to cultivate management skills that effectively promote mental wellbeing and manage mental health issues. (A risk assessment will identify risk factors, and signage will be placed in the workplace).

Foster a workplace culture that prioritises respect, inclusivity, and understanding, ensuring that all employees treat each other with dignity, refrain from inappropriate conduct, and support one another in a collaborative environment.

As an employer, we aim to create and promote an environment that supports the mental wellbeing of all employees. We recognise that certain working conditions and practices can negatively influence employees’ mental wellbeing, including elements of work organisation and management, as well as environmental and social conditions that may pose psychological as well as physical risks.

Additional training may be provided upon requests for managers to do an online course. As an example - an individual or manager may request to do a Mental Health Awareness Training IOSH by iHasco.

The Code of Conduct outlines the standards of behaviour expected from all employees to ensure a respectful, safe, and supportive work environment. Additional info may be found within the employees' handbook that all members of staff have and sign for.

Expectations:

1. Respectful Communication:
   • Treat all colleagues with dignity and respect, using positive and constructive language.
   • Avoid derogatory remarks, swearing, or any form of verbal abuse.
2. Zero Tolerance for Bullying and Harassment:
   • Engage in behaviours that promote inclusivity and support.
   • Refrain from bullying, intimidation, or any form of harassment, including inappropriate or unrequested sexual conduct.
   • Zero tolerance towards any violent conduct.
   • When a worker has made a mistake – management or other staff must not yell at the individual.
   • In the workplace, the line between a heated moment and verbal harassment can sometimes become blurred, but it’s critical to understand when a supervisor or manager yelling at an employee cross into the territory of harassment.
   • Yelling, especially when it’s repetitive or excessively aggressive, can be considered a form of workplace harassment, particularly if it’s targeted at an individual’s characteristics or background. This is especially true if the yelling includes discriminatory behaviour or language based on aspects such as: race, national origin, gender, sexual orientation, other protected categories .
   • Rather managers and workers – to avoid this form of bullying or harassment, it is everyone’s duty to maintain a respectful workplace that does not cause stress or anxiety to the individual and to others. Otherwise, a culture of fear will be unhealthy for the entire workforce.
   • Harassment is not just about the words spoken; it’s also about the intent and the impact those words have. For instance, if a manager consistently yells at an employee in a way that belittles or intimidates them because of their national origin or sexual orientation, it becomes more than just a disciplinary issue—it’s a violation of workplace harassment policies and, potentially, of the law.
   • If a mistake occurs, it’s usually better to address the issue calmly and constructively, focusing on how to prevent similar mistakes in the future rather than reacting with anger. If issues arise consistently, it may be more effective to follow formal procedures, such as performance reviews or disciplinary actions, rather than resorting to shouting.
3. Supportive Environment:
   • Foster a workplace where everyone feels safe to express their thoughts and concerns without being ridiculed.
   • Encourage collaboration and positive interactions across all departments.
4. Recognise Diversity:
   • Appreciate the differences among colleagues and understand that friendships and interactions may vary across departments.
   • Be mindful of cultural sensitivities and individual circumstances.
5. Reporting Issues:
   • Report any incidents of bullying, harassment, or disrespectful behaviour to a line manager, HR, or designated workplace health champion.
   • Support colleagues in speaking up about any concerns they may have.

Consequences: to adhere to the Code of Conduct may result in disciplinary action, which could include counselling, training, or more serious measures depending on the severity of the behaviour.

To create and maintain a workplace environment and culture that supports mental health and wellbeing while preventing discrimination (including bullying, harassment, and racism):

• To enhance employee knowledge and awareness of mental health and wellbeing issues and behaviours.
• To reduce stigma surrounding depression and anxiety in the workplace.
• To encourage active employee participation in a variety of initiatives that promote mental health and wellbeing.
• To provide employees with information and raise awareness about mental wellbeing.
• To incorporate details about the mental health and wellbeing policy into the employee induction programme.
• To establish systems that promote predictable working hours, reasonable workloads, and flexible working practices where appropriate.
• To ensure all staff have clearly defined job descriptions, objectives, and responsibilities, along with effective management support, appropriate training, and adequate resources.
• To facilitate effective two-way communication to encourage staff involvement, particularly during periods of organisational change.
• To clarify employees’ roles within the organisation, ensuring they have a sense of control over how their work is organised.
• To design jobs that are suitable for the individual, providing relevant training, supervision, and support as needed.
• To ensure a physical environment that supports mental health and wellbeing, including ergonomically designed workstations with suitable lighting, noise levels, heating, ventilation, and adequate facilities for breaks.
• To promote and support opportunities for professional development, as identified during appraisals.
• To provide training for designated staff in the early identification, causes, and appropriate management of mental health issues such as anxiety, depression, stress, and change management.
• Implement a zero-tolerance policy towards bullying, harassment, and any form of inappropriate conduct, including but not limited to verbal abuse, pressure, or unwanted sexual advances, which can lead to anxiety and stress among employees.

To ensure that individuals experiencing mental health problems are treated fairly and consistently, without feelings of guilt regarding their challenges:

• To manage the return to work for those who have faced mental health issues and, in cases of long-term sickness absence, implement a phased return to work where feasible.
• To provide assistance, advice, and support to employees dealing with mental health problems while in employment.
• To ensure employees are aware of the support available through occupational health services, the Employee Assistance Programme, or their own GP or counsellor.
• To make every effort to identify suitable alternative employment tasks, in consultation with the employee, when returning to the same job is not possible due to identified risks or other factors.
• To treat all matters related to individual employees and their mental health issues with the utmost confidentiality, sharing information only on a ‘need to know’ basis and with the individual’s consent.

To maintain a positive and supportive attitude towards employees and job applicants with mental health issues, including incorporating positive statements in recruitment materials.

• To ensure that all staff involved in recruitment and selection are informed about mental health issues and the Disability Discrimination Act, and receive training in appropriate interview techniques.
• To provide all line managers with information and training on effectively managing mental health in the workplace.

To recognise and understand that a mental health condition may be regarded as a disability. A mental health condition is considered a disability if it has a long-term impact on normal day-to-day activities, with "long-term" defined as lasting or likely to last for 12 months.

If a long-term mental health condition could affect an employee’s health, safety, or welfare, reasonable adjustments will be made to their role. We ensure that the needs of disabled staff are addressed in our risk assessments and, when necessary, conduct individual risk assessments tailored to the specific employee, considering their abilities and disabilities.

To recognise and understand that workplace stress is a health and safety issue, acknowledging the importance of identifying and reducing workplace stressors.

• To adopt the principles of the HSE Stress Management Standards for employees or groups that may be affected by stress.
• To identify all workplace stressors and conduct risk assessments to eliminate or control the risks associated with stress. These risk assessments will be reviewed regularly.
• To provide training in effective management practices, including those related to health and safety and stress management.
• To offer confidential counselling and ensure adequate resources are available.

Everyone has a responsibility to contribute to making the workplace mental wellbeing policy effective.

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Managers have a responsibility to:

• Monitor the workplace, identify hazards and risks, and take reasonable steps to eliminate or reduce these risks.
• Ensure effective communication between management and staff, especially during organisational and procedural changes.
• Assist and support employees known to have mental health issues or those experiencing stress outside of work, such as due to bereavement or separation.
• Ensure that staff have the necessary resources and training to perform their jobs effectively.
• Monitor workloads to prevent staff from becoming overloaded.
• Track working hours and overtime to ensure that employees are not overworking, and ensure that staff take their full holiday entitlement.
• Provide staff with meaningful development opportunities.

Additionally, senior management will ensure that individuals in management or supervisory roles possess the competence necessary to maintain mental health in the workplace.

The Human Resources Department has the responsibility to:

• Organise training and awareness courses on workplace mental wellbeing in collaboration with appropriate experts.
• Provide advice and support to employees and managers regarding this policy.
• Monitor and report on levels of sickness absence related to mental health issues, including stress-related illnesses, in conjunction with the occupational health service and departmental managers.

Employees have a responsibility to:

• Raise concerns and seek help from their safety representative, line manager, Human Resources, or occupational health department, or utilise the Employee Assistance Programme.
• Accept counselling opportunities when recommended.

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All employees will be informed about the mental health and wellbeing policy and the available resources.  Regular updates will be communicated to all employees through their line management.

In the event of a mental health crisis, it is crucial to seek immediate assistance. Employees are encouraged to take the following steps:

1. Speak to a Trusted Colleague or Supervisor: If you feel comfortable, discuss your situation with someone you trust in the workplace who can provide support.
2. Contact HR or Occupational Health: Reach out to the Human Resources department or the occupational health service for guidance and support.
3. Emergency Services: If you or someone else is in immediate danger, call emergency services (999 in the UK) or go to the nearest hospital.
4. Crisis Helplines: Consider contacting one of the following helplines for confidential support:
   • Samaritans: 116 123 (available 24/7 for anyone in distress)
   • Mind: 0300 123 3393 (provides information and support)
   • Shout: Text “SHOUT” to 85258 (a free text support service)

Remember, you are not alone, and support is available. Taking the first step to seek help can make a significant difference.

Currently we do not provide an inhouse counselling service. However, there are many types of counselling and therapy available. Some are private, some are covered by the NHS, and many are provided by charities. If you are struggling with your mental health in any way, it’s always best to go and talk to your GP about your symptoms so they can point you in the right direction. They may refer you to an organisation, therapy or counselling service if they think it’s an effective form of treatment.

This page touches upon the options you may come across. You can use this information as a starting point

• Online Counselling (www.nationalcounsellingsociety.org/find-counsellor). Online counselling is a good option for people who may need a more flexible and convenient arrangement. The two sources above are a useful place to start.
• Relate (Live Chat). This charity has a Live Chat where you can talk to a trained relationship counsellor. These free and confidential sessions usually last around 25 minutes.
• Cups (www.7cups.com). A secure online (and really friendly) service where you can instant-message trained ‘listeners’  for instant help, guidance and support 24/7. You can also join group chats, and take advantage of their self-help tools and mindfulness exercises. You can even become a trained listener yourself!

If you’re looking for a therapy that breaks away from the conventional, you might be interested in alternative therapies. Even though their approaches differ, most practices aim to treat both mental and physical ailments:

• Acupuncture
• Aromatherapy
• Ayurveda
• Chinese Medicine
• Chiropractic
• Homeopathy
• Kinesiology
• Massage
• Naturopathy
• Osteopathy
• Reflexology
• Reiki

These practices & exercises are also very popular & proven to improve physical & mental health:

• Pilates
• Tai Chi
• Yoga

The following resources are also available should you seek support.

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1. Mindful Meditation
   • Headspace
   • Calm
   • Smiling Mind
   • Buddhify
2. To help you sleep
   • Sleep Easily Meditation
   • Relax Melodies
3. Guided Mediations
   • Headspace
   • Yoga for Beginners
4. Magazines & Online Publications
   1. ‍Mental Health Today‍‍
   2. Mental Health Movement‍
   3. ‍Healthy‍
   4. ‍Thrive‍
   5. ‍Your Wellness
   6. One in four
   7. Happiful

1. Audio (Ted Talks - http://ted.com/talks)
   • ‍Ted talks are a great way to find a talk on almost anything. Here are 3 talks that can assist with your wellbeing.
   • ‍Don't suffer from your depression in silence‍
   • All it takes is 10 mindful minutes‍
   • Your body language may shape who you are

The policy, along with status updates and evaluation reports, will be distributed to management and made available upon request through their line manager. The Human Resources Department (or an appropriate individual) will be responsible for reviewing the mental wellbeing policy and monitoring its effectiveness in achieving its aims and objectives. This policy will be reviewed at least once a year.