Staff Wellbeing Policy

At Handcrafted, we are dedicated to supporting our staff and trainees in line with our Christian ethos and values. We recognise that your mental well-being is especially important given the emotionally demanding and sometimes chaotic nature of our work.

This policy sets out the resources, practices, and support systems in place to help you take care of yourself while continuing to make a difference in the lives of others.

This policy will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:

Group or individual responsible for review	The Human Resources and Welfare Steering Group
Last review and approval	DRAFT pending Review 24/3/26

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1. Purpose

This policy is intended to support the mental health and wellbeing of all paid workers and volunteers at Handcrafted Projects. It sets out the support available, the responsibilities of managers and staff, and the practices we encourage to protect mental health and prevent burnout.

2. Scope

This policy applies to:

• All paid workers, volunteers, and trustees.
• All areas of Handcrafted's work, including front-line support roles, administrative roles, and leadership.

3. Roles and Responsibilities

3.1 Trustees and Senior Management

• Ensure appropriate measures, resources, and support systems are in place to support staff wellbeing.
• Model healthy work-life balance, including the use of annual leave.

3.2 Managers

• Managers are trained to listen, be accessible, and spot signs of mental health issues in their teams.
• We expect managers to proactively support the well-being of their staff and respond to any concerns that arise.
• Managers are responsible for arranging one or more debriefing meetings after a distressing incident involving members of their team.

3.3 All Paid Workers and Volunteers

• Take responsibility for their own wellbeing and make use of the support available.
• Support colleagues by maintaining open communication and a culture of trust within teams.
• Report concerns about their own or a colleague's wellbeing to their line manager or a member of the Human Resources and Welfare Steering Group.

3.4 The Human Resources and Welfare Steering Group

• Monitor staff welfare continuously.
• Identify areas causing stress and collaborate to resolve issues that arise.
• Review the results of the annual staff survey and make adjustments to support systems as needed.
• Act as a point of contact for staff with concerns about their own or a colleague's wellbeing.

4. Mental Health Resources

4.1 Peer Support Groups

• Peer support is one of our main strengths when it comes mental health resources. You will be part of a group specific to your role that meets regularly so that you can share the challenges you are facing. For example, support workers meet monthly to share experiences, discuss challenges, and offer each other advice.
• Open communication and trust within teams are emphasised. We encourage you to lean on one another for support.

4.2 Staff Training

• You will be invited to participate in training sessions held throughout the year covering topics such as stress management, time management, and burnout awareness. These sessions aim to equip you with the tools to manage stress proactively and recognise early signs of burnout. Recorded versions are also made available online if you need a refresher.
• De-escalation and aggression management training are also part of regular training at Handcrafted. They are designed to help you handle potentially threatening situations with confidence and reduce the emotional toll they cause.

4.3 Counselling and Debriefing

• If you experience a traumatic event at work, you can request a referral for counselling through our operational director, John Hinton. We partner with organisations like Red Kite to provide professional mental health support.
• We also conduct debriefs following particularly challenging incidents to ensure everyone involved receives the support they need. This is the responsibility of area managers: to arrange one or more debriefing meetings after a distressing incident.

4.4 Workplace Health Plans

• Every employee has the option to create a personalised Workplace Health Plan. This plan can address ongoing issues, such as mental health diagnoses or specific work preferences, and can include adjustments to work schedules or conditions to better support your well-being. Just ask your line manager if you would like to find out more.

4.5 The Human Resources and Welfare Steering Group

• Our Human Resources and Welfare Steering Group monitors staff welfare continuously. They work to identify areas causing stress and collaborate to resolve any issues that arise.
• You can reach out to any member of this group if you have a concern about your own or a colleague's wellbeing at work and they will be able to suggest options or take any concerns forward if it would be helpful to do so.

5. Seeking Help When Overwhelmed

5.1 Contacting Your Line Manager

• If you feel overwhelmed or stressed, your first point of contact should be your line manager. We strive to ensure that all managers are approachable and that any conversations regarding mental health are treated with complete confidentiality.
• If the issue involves your line manager, you can escalate your concerns to their supervisor or reach out to higher levels of management for support.

5.2 Sickness and Leave

• If stress or burnout becomes unmanageable, we encourage you to see your GP and follow our normal sickness procedure.

6. Preventative Measures and Daily Practices

6.1 Downtime and Team Time

• We recognise the importance of downtime. Every Wednesday morning is designated as a time for team bonding, catch-up, and training. This break in the workweek acts as a "pressure valve" where you can grow connections with colleagues and recharge.

6.2 Work-Life Balance and Boundary Setting

• Maintaining boundaries between work and personal life is essential, especially in emotionally demanding roles. As part of your induction, you will receive guidance on setting boundaries with clients and managing your workload.
• We give you the option of having a separate work phone to ensure you can disconnect from work during off-hours. Additionally, we have an on-call system to manage crises, so you shouldn't be disturbed outside of your designated hours.

6.3 Using Annual Leave

• We strongly encourage you to use your annual leave and completely disconnect from work during that time. This practice is modelled by our leadership team and is essential for your mental health and effectiveness at work.

7. Continuous Improvement and Feedback

7.1 Annual Staff Survey

• We take your feedback seriously. Our annual staff survey, which includes a burnout questionnaire, helps us assess the overall well-being of our team. The results are reviewed by the Human Resources and Welfare Steering Group, and we make adjustments as needed to improve our support systems.

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