Employers urged to put fairness first with wellbeing in the workplace

Nicola Barrass.

EMPLOYERS were urged to ensure that their policies are fair and reasonable as wellbeing in the workplace came under the spotlight at a seminar which brought together HR professionals and a leading Humber law firm.

Major companies from some of the region’s strongest business sectors were advised by Nicola Barrass, one of three Legal 500 ranked Employment Law Partners at Bridge McFarland, of the legal implications which arise when health issues affect someone’s ability to do their job – particularly if there is a suggestion that the problems were caused by work.

The seminar at the Village Hotel in Hull was organised by the Humber branch of the Chartered Institute of Personnel and Development (CIPD) and was held shortly before National Stress Awareness Day on November 2 which was established by the International Stress Management Association (ISMA) to help provide information on stress and strategies on how to address it for both companies and individuals.

Nicola spoke as one of three sector specialists, including Rachel Suff, National Policy Advisor for the CIPD and Alan Searle, Business and Performance Psychologist.

Nicola examined procedures for fairly assessing performance as well as issues arising from long term and short term absence when making decisions on dismissal.

Nicola also highlighted the need for fair treatment for disabled employees, and she outlined some of the provisions of the Equality Act to demonstrate the importance of awareness of disabilities and avoiding discrimination. She discussed the definition of disability and the duty of employers to make reasonable adjustments to premises and practices to make their workplace accessible to staff who have impairments.

Nicola said, “It was an honour to be asked to speak at the event, which explored proactive ways in which employers can promote good health and wellbeing in the workplace. Employers benefit from understanding how they can support their staff, which ultimately helps them and their business, but also keeps within the law”.

Rachel Suff of the CIPD said: “The event was a valuable opportunity to discuss how organisations should position a holistic health and wellbeing programme to optimise people's well-being. Although many employers now appreciate the importance of an all-embracing programme to promote well-being, the debate highlighted some important barriers such as a lack of a joined-up approach whereby health and well-being is dealt with in a strategic way and linked to an organisation's corporate aims. 

“The presentations and lively discussion focused on the need to have a proactive and preventative approach, not only to avoid the legal implications of not looking after people's health and well-being but to enhance people's engagement, performance and commitment at work.

“Many contributions quite rightly focused on the need to effectively manage and promote people's mental well-being at work and develop an open and supportive culture to challenge stigma around mental health and encourage disclosure if people are experiencing a problem in this area. Delegates agreed that people's mental health should be given the same priority as their physical health."