Mental Health in the Workplace Level 3 (VTQ)

62 videos, 2 hours and 49 minutes

Course Content

Wellness action plan

Video 52 of 62
3 min 1 sec
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Implementing a Wellness Action Plan in the Workplace

The Importance of Workplace Well-being

Creating a Safe and Supportive Environment

Workplaces should prioritise creating a safe, respected, and valued environment where employees feel comfortable addressing both professional and personal concerns.

What is a Wellness Action Plan?

Understanding the Wellness Action Plan

A Wellness Action Plan (WAP) is a tool designed to improve employee well-being through structured, evidence-based processes:

  • It is a personal document, not legally binding, created by employees and shared with supervisors and managers.
  • Facilitates ongoing discussions between employees and managers about mental health and well-being.
  • Raises awareness of mental health issues in the workplace and promotes supportive practices.

Implementing a Wellness Action Plan

Steps to Create and Implement a WAP

If your organisation does not have a WAP, consider setting one up using the following considerations:

  • Respect confidentiality unless the employee consents to sharing.
  • Discuss strategies to manage stress and mental health.
  • Review previous supports and adjustments.
  • Identify triggers for mental health issues in the workplace.
  • Plan for employee well-being during periods of good health.
  • Recognise signs and symptoms of mental health issues.

Benefits for Managers

Supporting Managers with the WAP

The WAP helps managers:

  • Initiate conversations about mental health with employees.
  • Understand employee experiences and needs.
  • Identify reasonable adjustments and special considerations.
  • Provide appropriate support for employees returning to work after absence.
  • Create a positive impact on new employees by demonstrating commitment to well-being.

Benefits for Employees

Empowering Employees through the WAP

The WAP helps employees:

  • Identify factors contributing to their well-being.
  • Discuss the support they need with managers.
  • Share strategies that promote well-being.
  • Discuss personal experiences openly.
  • Feel empowered and in control of their mental health.