Kemp & Townsend Ltd’s Mental Health Policy

THIS IS THE KEMP & TOWNSEND ltd MENTAL HEALTH POLICY DOCUMENT

AS WE MENTION IN THE EMPLOYEE HANDBOOK, WE PRIORITISE THE HEALTH & WELL-BEING OF OUR EMPLOYEES AT KEMP & TOWNSEND LTD. WE RECOGNISE THE IMPORTANCE OF THE MENTAL WELL-BEING OF OUR EMPLOYEES.

THIS DOCUMENT WILL DETAIL THE FOLLOWING:

• WHAT MENTAL HEALTH IS & HOW IT CAN AFFECT PEOPLE

• HOW KEMP & TOWNSEND LTD IS OPEN TO TALK SENSITIVELY & PROACTIVELY ABOUT MENTAL HEALTH

• WHAT SUPPORT IS AVAILABLE - INTERNALLY & EXTERNALLY TO THE COMPANY

• WHAT HAPPENS IF AN EMPLOYEE NEEDS TIME OFF FOR MENTAL HEALTH

• THE RETURN-TO-WORK PROCESS AFTER SOMEONE HAS TIME OFF FOR MENTAL HEALTH ILLNESS

• CONFIDENTIALITY WITH MENTAL HEALTH

• WHAT ANY EMPLOYEE CAN DO IF THEY HAVE A CONCERN ABOUT HOW THEY’VE BEEN TREATED

• HOW & WHEN THIS POLICY WILL BE REVIEWED & UPDATED.

WHAT IS MENTAL HEALTH

MENTAL HEALTH IS A STATE OF PSYCHOLOGICAL, EMOTIONAL & SOCIAL WELL-BEING THAT ENABLES PEOPLE TO COPE WITH THE STRESSES OF LIFE, REALISE THEIR ABILITIES, LEARN & WORK WELL, AND CONTRIBUTE TO THEIR COMMUNITY & WORKPLACE.

CONCERNS ABOUT MENTAL HEALTH CAN AFFECT DIFFERENT PEOPLE IN DIFFERENT WAYS. IT CAN AFFECT ANYONE AT ANY TIME & FOR DIFFERENT LENGTHS OF TIME, BUT AT KEMP & TOWNSEND LTD WE TAKE IT SERIOUSLY & RESPECTFULLY, WITH THE SAME CARE AS A PHYSICAL ILLNESS.

THIS POLICY WILL BE UPDATED & REVIEWED REGULARLY, BUT IF YOU HAVE ANY RECOMMENDATIONS ON HOW WE CAN IMPROVE OR ADD TO THE RESOURCES IN THIS DOCUMENT, WE WOULD BE GRATEFUL FOR YOUR SUGGESTIONS.

POTENTIAL SIGNS OF A MENTAL HEALTH PROBLEM

NOT ALL SIGNS OF MENTAL HEALTH CONCERNS ARE OBVIOUS, BUT SOME POSSIBLE SIGNS IN THE WORKPLACE INCLUDE:

• APPEARING TIRED, ANXIOUS, OR WITHDRAWN

• AN INCREASE IN SICKNESS ABSENCE OR HABITUAL LATENESS TO WORK

• CHANGES IN THE STANDARD OF WORK OR FOCUS ON TASKS

• BEING LESS INTERESTED IN TASKS THAT WERE PREVIOUSLY ENJOYED

• CHANGES IN USUAL BEHAVIOUR, MOOD OR HOW A PERSON BEHAVES WITH THEIR COLLEAGUES

THIS IS NOT AN EXTENSIVE LIST. IF YOU ARE CONCERNED ABOUT ANY OF THE ABOVE OR WISH TO KNOW ANY MORE POTENTIAL SYMPTOMS, PLEASE CHECK THE LINKED RESOURCES IN EMPLOYEE ASSISTANCE below.

COMPANY ACTIONS

AT KEMP & TOWNSEND LTD WE HAVE A DUTY OF CARE & THEREFORE WE WILL DO ALL WE REASONABLY CAN TO SUPPORT OUR EMPLOYEES’ HEALTH, SAFETY & WELLBEING. WE WILL ALWAYS WORK TO:

• MAKE SURE THAT EVERYONE’S WORKING ENVIRONMENT IS SAFE.

• TREAT MENTAL HEALTH CONCERNS WITH SERIOUSNESS & RESPECT

• PROTECT OUR EMPLOYEES FROM DISCRIMINATION. PLEASE SEE OUR EQUALITY, DIVERSITY & INCLUSION POLICY FOR MORE INFORMATION.

• PROVIDE RESOURCES TO SUPPORT EMPLOYEE’S MENTAL HEALTH, INTERNALLY & EXTERNALLY.

• CARRY OUT REGULAR MENTAL HEALTH RISK ASSESSMENT & WELLBEING SURVEYS.

• PROVIDE AN OPEN, APPROACHABLE & CONFIDENTIAL ENVIRONMENT FOR ANYONE TO TALK TO THE APPROPRIATE PERSON ABOUT ANY CONCERNS OVER THEIR MENTAL WELLBEING.

IT IS ALWAYS UP TO YOU TO DISCUSS ANY MENTAL HEALTH CONCERNS WITH YOUR MANAGER - USUALLY DANIEL KEMP (DIRECTOR) OR KIM SWANN (MANAGER); HOWEVER, WE ENCOURAGE YOU TO FEEL COMFORTABLE TO DO THIS AS EARLY AS POSSIBLE SO THAT WE CAN SUPPORT YOU QUICKLY & THROUGHOUT.

EMPLOYEE ASSISTANCE

FOR ISSUES INVOLVING MENTAL HEALTH, WE PROVIDE INTERNAL CONFIDENTIAL MEETINGS THAT YOU CAN HAVE WITH DANIEL KEMP (DIRECTOR) OR KIM SWANN (MANAGER). PLEASE LET US KNOW IF & WHEN WE CAN PROVIDE THIS.

ALSO AVAILABLE ARE THE FOLLOWING EXTERNAL CONTACTS & LINKS TO EACH OF THEIR WEBSITES:

LIGHTHOUSE CONSTRUCTION MENTAL HEALTH CHARITY

THIS CHARITY HAS A 24/7 SUPPORT LINE, AS WELL AS LOCAL SUPPORT GROUPS & AN APP WITH GUIDANCE ON HOW TO SUPPORT YOURSELF IN KEY AREAS SUCH AS MENTAL HEALTH, PHYSICAL HEALTH & FINANCIAL HEALTH. THEY ALSO PROVIDE FREE EDUCATION ON ALL THESE ISSUES.

HTTPS://WWW.LIGHTHOUSECLUB.ORG/

MIND

MIND PROVIDES EXTENSIVE INFORMATION ON MENTAL HEALTHDIFFICULTIES PEOPLE MAY FACE & HOW TO RECEIVE SUPPORT, AS WELL ASHOW TO GIVE SUPPORT TO OTHERS. IT HAS A HELPLINE & OTHER AVENUES THATCAN ENSURE YOU RECEIVE THE HELP & ADVICE YOU MAY BE SEEKING.

HTTPS://WWW.MIND.ORG.UK/

SHOUT

SHOUT IS A FREE, CONFIDENTIAL, 24/7 TEXT SUPPORT SERVICE FORANYONE IN THE UK WHO IS STRUGGLING TO COPE.

HTTPS://GIVEUSASHOUT.ORG/

NHS

the NHS PROVIDE A LIST OF HELPLINES & SERVICES THAT CAN SUPPORTPEOPLE WITH CONCERNS ABOUT THEIR MENTAL HEALTH. YOU CAN FIND THEENGLAND HELPLINES ON THE NHS HERE:

HTTPS://WWW.NHS.UK/NHS-SERVICES/MENTAL-HEALTH-SERVICES/

WAYS YOU CAN SUPPORT YOURSELF

IT’S IMPORTANT TO LOOK AFTER YOUR MENTAL HEALTH AT WORK & ASK FOR HELP WHEN NEEDED.

TO HELP SUPPORT YOUR MENTAL HEALTH & WELLBEING, YOU CAN:

• STAY IN CONTACT WITH PEOPLE - TALK TO PEOPLE YOU TRUST ABOUT HOW YOU ARE FEELING.

• HAVE A PERSONAL ROUTINE SO YOU CAN PLAN IN ADVANCE WHAT YOU’LL BE DOING EACH DAY

• KEEP ACTIVE & EXERCISE IN A WAY THAT YOU ENJOY

• MAKE TIME FOR ACTIVITIES YOU ENJOY

• REFLECT ON WHAT HELPS YOU FEEL MORE POSITIVE & WHAT DOES NOT.

• TALK TO DANIEL KEMP (DIRECTOR) OR KIM SWANN (MANAGER) ABOUT HOW YOU ARE FEELING SO THAT YOU CAN RECEIVE THE SUPPORT YOU NEED AT WORK.

IF YOU ARE OFF SICK BECAUSE OF YOUR MENTAL HEALTH

IF YOU NEED TO BE OFF SICK BECAUSE OF A MENTAL HEALTH CONCERN, YOU SHOULD AGREE WITH DANIEL KEMP (DIRECTOR OR KIM SWANN (MANAGER) THE FOLLOWING:

• HOW YOU WILL STAY IN TOUCH

• HOW OFTEN THE CONTACT WILL BE

• HOW YOU WILL CONTACT EACH OTHER, EG. BY EMAIL, PHONE OR FACE-TO-FACE

CONTINUING TO HAVE CONTACT WITH YOUR EMPLOYER IS IMPORTANT. IT CAN HELP:

• YOU STAY INFORMED

• KEEP YOUR EMPLOYER INFORMED SO THAT THEY CAN PLAN AHEAD

• YOUR EMPLOYER PROVIDE YOU WITH THE SUPPORT YOU NEED

YOU SHOULD KEEP IN CONTACT AS AGREED. BUT IF YOU FEEL YOU CANNOT FOLLOW THE PLAN FOR ANY REASON YOU SHOULD TELL YOUR EMPLOYER AS SOON AS POSSIBLE. YOU SHOULD THEN WORK TOGETHER TO AGREE TO AN ALTERNATIVE CONTACT PLAN.

FOR EXAMPLE, IF YOU HAVE AGREED TO MEET FACE-TO-FACE BUT IT IS FEELING OVERWHELMING, A PHONE CONVERSATION COULD BE AN ALTERNATIVE OPTION.

RETURNING TO WORK AFTER ABSENCE FOR MENTAL HEALTH CONCERNS

WHEN YOU ARE READY TO RETURN TO WORK, YOU MUST TALK WITH YOUR EMPLOYER BEFOREHAND ABOUT THE PROCESS FOR WHEN SOMEONE RETURNS TO WORK & WHAT SUPPORT CAN BE PROVIDED. THIS WILL BE KNOWN AS A RETURN TO WORK MEETING.

A RETURN TO WORK MEETING WILL OFTEN BE AN INFORMAL CHAT BETWEEN YOU & YOUR EMPLOYER.

THIS MEETING IS TO ENSURE YOU ARE READY TO RETURN TO WORK, TALK ABOUT ANY UPDATES THAT HAVE OCCURRED WHILE YOU’VE BEEN OFF, DISCUSS ANY SUPPORT NEEDED & A PLAN FOR RETURN - SUCH AS REASONABLE ADJUSTMENTS THAT CAN BE MADE OR A PHASED RETURN IF NECESSARY. YOU WILL ALSO DISCUSS WHAT YOU WOULD LIKE OTHER EMPLOYEES TO KNOW ABOUT YOUR ABSENCE & WHAT YOU WOULD LIKE TO KEEP CONFIDENTIAL.

AT KEMP & TOWNSEND LTD, WE WILL ENSURE:

• YOUR RETURN TO WORK MEETING WILL BE PRIVATE & CONFIDENTIAL

• ANY RECORDS, INFORMATION OR PREVIOUS CONVERSATIONS ABOUT YOUR ABSENCE WILL BE TAKEN INTO CONSIDERATION

• YOU WILL BE MADE AWARE OF THE SUPPORT WE CAN OFFER DURING YOUR RETURN

• ANY RECOMMENDATIONS FROM YOUR DOCTOR OR OCCUPATION HEALTH PRACTITIONER ARE TAKEN INTO CONSIDERATION & FOLLOWED

SPEAK TO DANIEL KEMP (DIRECTOR) & KIM SWANN (MANAGER) BEFORE YOUR RETURN TO WORK MEETING TO FIND OUT MORE ABOUT IT & WHAT TO EXPECT, AS WELL AS CHECKING IF THERE IS ANYTHING YOU NEED TO BRING.

IF YOU FEEL LIKE THEY WILL BE NECESSARY, ALSO THINK ABOUT ANY REASONABLE ADJUSTMENTS YOU MAY NEED TO DISCUSS & WHAT SUPPORT MAY HELP YOU IN THE FUTURE.

THESE ARE THINGS THAT YOU CAN DISCUSS WITH DANIEL KEMP (DIRECTOR) & KIM SWANN (MANAGER) TO WORK TOGETHER TO CREATE A PLAN THAT ENSURES YOUR HEALTH, WELLBEING & PRODUCTIVITY AT WORK.

IF THERE ARE REASONABLE ADJUSTMENTS THAT NEED TO BE MADE, THESE WILL BE RECORDED & REVIEWED. YOU WILL HAVE REGULAR MEETINGS WITH YOUR EMPLOYER TO KEEP TRACK OF THIS SUPPORT, IF & HOW IT IS HELPING & IF ANY CHANGES NEED TO BE MADE.

WE ENCOURAGE YOU TO ALSO KEEP TRACK OF HOW THESE REASONABLE ADJUSTMENTS ARE HELPING OR IF ANY CHANGES NEED OT BE MADE, SO WE CAN BEST SUPPORT YOU AT WORK. THIS WILL HELP YOU FEEL MORE ABLE TO COMMUNICATE YOUR NEEDS & PROGRESS IN THE REVIEW MEETINGS.

YOU & YOUR EMPLOYER WILL AGREE HOW OFTEN THESE REVIEW MEETINGS WILL BE, TO KEEP THE CONVERSATION ABOUT YOUR MENTAL WELLBEING AT WORK OPEN. IT WILL LIKELY BE THAT WEEKLY REVIEWS ARE SUGGESTED, BUT THIS WILL BE AGREED ON A CASE-BY-CASE BASIS.

IF YOU ARE UNHAPPY WITH HOW YOUR RETURN TO WORK WAS HANDLED, THEN PLEASE RAISE THIS WITH DANIEL KEMP (DIRECTOR) OR KIM SWANN (MANAGER).

REMUNERATION

IN THE CASE OF PHASED RETURN THE REMUNERATION FOR THE TIME YOU WILL BE UNABLE TO WORK WILL BE JUDGED ON A CASE-BY-CASE BASIS & WILL BE AT YOUR EMPLOYER’S DISCRETION. THE DECISION WILL BE BASED AROUND THE FOLLOWING OPTIONS:

• FULL PAY

• COMPANY SICK PAY

• STATUTORY SICK PAY, IF ELIGIBLE

THIS WILL BE PUT IN WRITING BY DANIEL KEMP (DIRECTOR) OR KIM SWANN (MANAGER) AFTER YOUR RETURN TO WORK MEETING.

A SUPPORTIVE WORK ENVIRONMENT

IF YOU & YOUR COLLEAGUES FEEL LIKE YOU CAN TALK OPENLY ABOUT MENTAL HEALTH, PROBLEMS ARE LESS LIKELY TO BUILD UP, WHICH MEANS WORK MORALE COULD IMPROVE FOR EVERYONE.

MENTAL & PHYSICAL HEALTH IS EQUALLY IMPORTANT & THEREFORE WE AT KEMP & TOWNSEND LTD WILL ALWAYS ENDEAVOUR TO ENSURE:

• THE WORKING ENVIRONMENT HAS A CULTURE OF OPENNESS ABOUT MENTAL HEALTH

• EMPLOYERS MODEL POSITIVE WELLBEING BEHAVIOURS & USE THEIR VOICE TO CHALLENGE STIGMA

• EMPLOYEES HAVE REGULAR OPPORTUNITY TO SPEAK TO THEIR EMPLOYERS & TO TALK ABOUT ANY PROBLEMS THEY ARE HAVING

• RESOURCES ARE AVAILABLE & PROMOTED TO SUPPORT OPEN CONVERSATIONS ABOUT MENTAL HEALTH

• WELLBEING ACTION PLANS & SURVEYS ARE PROVIDED REGULARLY

• TRAINING & RESOURCES ARE PROVIDED FOR EMPLOYERS & FUTURE MANAGERS TO ENSURE THEY ARE INFORMED ON MENTAL WELLBEING & CONFIDENTIALITY.

WE HOPE THAT THIS DOCUMENT CAN BE A CONSTANT REMINDER THAT YOU CAN FEEL CONFIDENT TO SPEAK OUT ABOUT YOUR MENTAL HEALTH AT KEMP & TOWNSEND LTD. WE WANT TO ENSURE THAT OUR EMPLOYEE ASSISTANCE PROGRAMME MEETS YOUR NEEDS, ALONG WITH THE COMPANY’S, SO WE ARE OPEN TO ANY QUESTIONS & RECOMMENDATIONS FOR ANY WAY WE CAN IMPROVE THIS POLICY TO MAKE THIS AS EFFECTIVE FOR EVERYONE AS POSSIBLE.

IF YOU HAVE ANY QUESTIONS, PLEASE RAISE THEM WITH AN APPROPRIATE MEMBER OF MANAGEMENT - DANIEL KEMP (DIRECTOR) OR KIM SWANN (MANAGER).

This policy may be changed in accordance with updated guidance from ACAS. This policy will be reviewed & updated September 2024.