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Well-being Policy.


Aim of the policy.

1 in 4 people will suffer from mental health issues at some point during their lives.

JHASW/CHIDC aims to create a workplace culture that supports the health and well-being of all volunteers, staff and trustees.



a. To create a supportive workplace culture, tackle factors that may have a negative impact on mental health, and ensure managers have the right skills to support volunteers, staff and trustees.

  • Deliver a thorough induction for all new starters, providing an outline of the organisation, the policies and the role they are expected to play, including the minimum commitment we expect.

  • Ensure that their volunteering experience contributes to a positive, healthy life/work balance.

  • Ensure all volunteers, staff and trustees have clear role descriptions, objectives and responsibilities, as well as the training to perform them well.

  • Offer volunteers and staff flexible working hours.

  • Set realistic targets and deadlines for volunteers, staff and trustees to prevent long working hours.

  • Check how working conditions and the organisation’s policies are influencing mental health.

  • Ensure good communication between managers and volunteers, staff and trustees, using language that is inclusive, sensitive and appropriate.

  • Deal with any conflict quickly and make sure the workplace is free from bullying, harassment, racism or discrimination. Acknowledge any issues raised, investigate and respond within five working days.

  • Deliver non-judgemental support to any volunteer, staff member or trustee experiencing a mental health issue.

  • Retain and support volunteers, staff and trustees who develop mental ill health.

  • Add Well-being as a standing item to the Board’s meetings’ agenda.


b. To provide support and guidance for any volunteer, staff member or trustee experiencing mental health issues.

  • Ensure volunteers, staff and trustees with mental health issues are treated fairly and without judgement.

  • Encourage volunteers, staff and trustees to talk to an NHS counsellor or GP to receive professional advice and help.

  • If a volunteer, staff member or trustee has been on long term sickness absence, ensure a gradual return to work with support at each stage.

  • Treat all matters relating to volunteer, staff and trustee mental ill health in the strictest confidence, and only share information with prior consent from the individual concerned.

  • Where and when possible (depending on the volunteers participating) provide peer support via a buddy system.

  • Identify appropriate online resources for volunteers, staff and trustees (e.g.,

c. To encourage the recruitment of people who have experienced mental ill health.

  • Ensure that everyone involved in the recruitment process is aware of mental health issues and the Disability Discrimination Act.

  • Show a positive attitude to prospective volunteers with mental health issues.

d) To recognise that workplace stress is a health and safety issue.

  • Identify workplace stress factors/scenarios and carry out risk assessments of the premises and processes.

  • Provide training in good workplace practices.

  • All volunteers will also be made aware of their own responsibilities in implementing the policy actions. Including, raising any issues or concerns, and seeking help from a project manager.


Reviewing and monitoring.

The volunteer managers will be responsible for reviewing the workplace health and well-being policy, as well as monitoring its effectiveness.

The policy’s effectiveness can be measured through:

  • Feedback from volunteers.

  • A mental health and well-being at work risk assessment.

  • Volunteer sickness and turnover levels.

  • Exit interviews.

  • Use of NHS occupational health or counselling services.

  • Volunteer complaints or referrals.

To ensure it stays relevant, the policy will be reviewed six months after the policy start date, then every year after that.

30 March 2021

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