WELLBEING AND MENTAL HEALTH POLICY
Statement of intent
As a Bristol Childcare team we emphasise the importance of positive relationships. This begins with the relationship between staff. The Company promotes a mutually welcoming atmosphere amongst staff so that all staff are made to feel included as a whole staff team and within specific teams.
Bristol Childcare is committed to providing a safe, secure and supportive environment for all members of staff. Employment is a source of good mental health, if that environment is supportive. Positive employment practice can improve both the physical and mental health of employees and their families, and productivity, and sickness absence levels for employers. With this in mind, this policy has been created to outline the steps that will be taken by the Company to promote the mental wellbeing and mental health of our staff.
All members of staff will be made aware of the warning signs that can indicate whether a person is having trouble with their mental wellbeing or mental health. All members of staff will be vigilant for these signs in their colleagues, as well as themselves. Any issues raised will be supported in a professional, non-judgemental and confidential manner.
Resources
To assist with knowledge and support, a wide range of resources are provided on the Staff Area of the BCC website.
Staff who would like to explore topics in more detail can request access to the Virtual College Mental Health and Wellbeing Resource pack which includes a range of courses and videos to support you in learning how best to care for elements of your physical and mental health.
Warning signs
Resources are made available through the Staff Area to all staff to help you be aware of the warnings signs that can indicate that you or a colleague may be having difficulties managing their wellbeing and mental health.
Behavioural: Some of the behavioural indicators that are caused by poor mental wellbeing/mental health include, but are not limited to: difficulty sleeping, changes in eating habits, increased smoking or drinking, isolation from friends and family and poor attendance at work.
Physical: Some of the physical indicators caused by poor mental wellbeing/mental health include, but are not limited to: tiredness, indigestion, nausea and headaches.
Mental: Some of the mental indicators caused by poor mental wellbeing/mental health include, but are not limited to: indecisiveness, difficulty concentrating, memory loss, feelings of inadequacy, low self-esteem and poor organisation.
Emotional: Some of emotional indicators caused by poor mental wellbeing/mental health include, but are not limited to: anger or irritability, anxiety, hypersensitivity, feeling drained and listless and becoming withdrawn.
Staff responsibilities
All members of staff are responsible for acting in a way that maintains a healthy work/life balance. As part of the Company’s commitment to mental wellbeing and mental health, you will be provided with information to support good mental wellbeing and mental health, including training opportunities which promote this. It is expected that all members of staff will act in a way that promotes a positive and supportive atmosphere throughout the setting and its wider community. Therefore, you are expected to consider whether your behaviour is affecting the wellbeing of others.
Healthy Life Ideas include:
- Create a regular sleep pattern – ensure you get enough sleep;
- Create time for exercise;
- Eat healthily at regular times – learn what true healthy eating is; ask to borrow the nursery copy of Sally Beare’s The Stacking Plan;
- Create time to relax;
- Learn emotional resilience – accept being “good enough”;
- Try to keep a sense of humour;
- Have firm boundaries – understand what is “too much” for you;
- Enjoy random acts of kindness;
- Don’t spend too much time on screens and understand the dangers of social media;
- Spend time outdoors in nature;
- Keep a sense of perspective;
- Ask for help if you need it.
You will be expected to take responsibility for your own general and ongoing mental wellbeing and health by using and applying the knowledge and information given to you, or actively seeking it, in the first instance of recognising that your mental wellbeing/mental health may be affected.
If, having followed the guidance and information provided or signposted by the Company, you are continuing to struggle with your mental wellbeing / mental health, you are encouraged to report honestly about your wellbeing to your nursery manager by requesting a Wellbeing Meeting. This is guaranteed to take place within 48 hours of the request.
If you do not report honestly about your wellbeing, but your practice indicates concerns, colleagues are encouraged to come forward in a confidential and non-judgmental capacity to raise this with the nursery manager.
Nursery managers can request a Wellbeing Meeting with the Managing Director at any time.
Where you may be experiencing temporary challenges to your mental wellbeing / mental health, you will still need the capacity to safeguard those in your care and not act in a manner which endangers yourself or others.
Management responsibilities
The Bristol Childcare management team takes the mental wellbeing / mental health of its staff very seriously. Mental health problems and stress can affect anyone regardless of their position. Therefore, when supporting you with any mental wellbeing/mental health issues, those responsible to support it must be in a grounded and secure place to do so also.
Saffia Bullock, the Managing Director, has attended Mental Health First Aid training and can support as requested.
The nursery manager* will ensure that a Wellbeing Meeting takes place within 48 hours of a request, unless it is deemed a high risk or emergency in which case it may need to be prioritised.
The nursery manager will use the information and resources provided in the Management Staff Support Folder.
During the meeting, using the Wellbeing Meeting Agenda (folder 7.5), the nursery manager will discuss the strategies that you are already applying (e.g. the Stress Container). The manager and member of staff could decide to work through a Wellness Action Plan (folder 7.5). The Managing Director can be consulted for support if you agree.
A comprehensive list of organisations that can provide professional support is also provided in folder 7.5 on dropbox and on the Health & Wellbeing area of the Staff Area of the BCC website.
If there is deemed to be a higher level of need, you will be encouraged to arrange an appointment to speak with your GP who can then signpost to the relevant support services. If the nursery manager has concerns about your ability to undertake your role, they will discuss this with you and the Managing Director will be involved.
These meetings remain strictly confidential (within the management team) unless it is deemed to be a mental crisis and that there is a real risk to life in which case the emergency services or crisis team (if applicable) may be contacted. Notes of the meeting, including action points, will be taken (using an important conversation form) and signed for by those present at the end of the meeting. These will be filed in the personnel folder which is kept in a locked cabinet. Notes will be scanned to the electronic HR folder which is also confidential.
The nursery manager will continue to monitor how you are managing on a more frequent basis. The management team will also monitor staff wellbeing and mental health as part of their performance management programme.
To support the nursery manager in their capacity to support others, they can contact the setting’s designated Mental Health First Aider (Saffia Bullock) for advice or support at any time. This may be to discuss a situation regarding a staff member, but can also be used to discuss their own mental wellbeing and mental health.
Definitions
Mindfulness: “Mindfulness is the basic human ability to be fully present, aware of where we are and what we’re doing, and not overly reactive or overwhelmed by what’s going on around us”.(mindful.org)
Mental wellbeing: “A state of well-being in which every individual realises their own potential, can cope with the normal stresses of life, can work productively and fruitfully, and is able to make a contribution to their community” (World Health Organisation).
Mental health: “Being generally able to think, feel and react in the ways that you need and want to live your life. But if you go through a period of poor mental health you might find the ways you're frequently thinking, feeling or reacting become difficult, or even impossible, to cope with. This can feel just as bad as a physical illness, or even worse.” (mind.org.uk)
Mental crisis: “…When you feel at breaking point, and you need urgent help.” Someone’s life is deemed at serious risk for example through serious injuring to themselves or others, taking an overdose, having an episode of hypomania/mania, psychosis, paranoia or clearly communicating a plan to complete suicide. (mind.org.uk / NHS)
Wellbeing Meeting: this is a formal meeting conducted to support you. It has a structured agenda and both you and nursery manager will prepare effectively in advance. The meeting will be timetabled for 1 hour and it is expected that you will leave with ideas or an action plan to move forward. You will be asked to map out the actions you have already taken to improve etc. The Wellbeing Meeting Agenda is in folder 7.5.
Stress Container: a self-help tool which many staff find useful. You can find a link to a video on how it works on the BCC Staff Health & Wellbeing page https://www.bristolchildcare.co.uk/health-wellbeing/
Who to contact for support
In the event of an emergency, call 999.
For other support and information, services such as these listed below can be contacted:
Samaritans: Call 116 123
Shout Crisis: Text "SHOUT" to 85258 or text “YM" if you're under 19
Childline: Call 0800 11111 if you’re under 19
Mind: Call 0300 123 3393
Refuge (Domestic abuse): Call 0808 2000 247
Switchboard (LGBT+ support): Call 0300 330 0630
NHS website for Every Mind Matters – https://www.nhs.uk/oneyou/every-mind-matters/top-tips-to-improve-your-mental-wellbeing/
Legal framework
This policy has due regard to relevant legislation, including but not limited to, the following:
Health and Safety at Work etc. Act 1974
Employment Rights Act 1996
Employment Relations Act 1999
Equality Act 2010
The Management of Health and Safety at Work Regulations 1999
*If a nursery manager has requested a Wellbeing Meeting, Saffia Bullock will follow this process for them.