# EXAMPLE: MENTAL HEALTH AND WELLBEING POLICY
Date: 22 March 2028
Parties: Westmere Analytics Limited and its workforce
## 1. Purpose
Westmere aims to prevent avoidable work-related stress and support mental health without treating a diagnosis as a performance fault. The policy applies to all staff, including remote workers, agency workers and people returning from leave.
## 2. Scope
Managers complete a stress risk assessment for workload, control, support, relationships, role and change. They hold a monthly wellbeing conversation and agree practical actions such as protected focus time or a revised priority list.
## 3. Responsibilities
Staff may use the confidential Employee Assistance Programme, self-refer to occupational health or speak to a Mental Health First Aider. A manager must not demand a diagnosis and shares information only on a need-to-know basis.
## 4. Policy-specific rules
The company considers phased return, adjusted hours, home working, a quiet space and time for treatment as reasonable adjustments where appropriate. Medical advice is stored separately from the personnel file.
## 5. Reporting
A person in immediate danger is encouraged to call 999 or NHS 111 and tell a trusted colleague. The company records a safeguarding response proportionately and does not promise absolute confidentiality where safety or law requires action.
## 6. Process
A worker may raise workload, bullying or a failed adjustment with their manager, People Team or grievance channel. There is no detriment for asking for help, taking lawful sick leave or making a protected disclosure.
## 7. Review and approval
The Wellbeing Lead reviews absence trends and anonymous feedback quarterly, consults the staff forum and updates this policy each March. It is non-contractual except where an individual adjustment is expressly agreed in writing.