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View full libraryThis Workplace Wellbeing Policy sets out how the organisation will promote good physical and mental wellbeing, support employees who experience health or wellbeing concerns and address workplace factors that may negatively affect wellbeing. It provides a practical framework for employees, managers and HR.
Use this policy to:
If you are strengthening your approach to employee wellbeing, these wellbeing policy templates give you a practical set of policies covering wellbeing needs, assessment, support, communication and review.
This template brings together the key information, sections and considerations you need to create a clear, comprehensive and professional HR document. Preview the document below.
1 Overview
1.1 [Company Name] is committed to supporting the health, safety and wellbeing of its employees and creating a working environment where people are treated with respect, feel able to raise concerns and can access appropriate support when they need it.
1.2 Wellbeing includes both physical and mental health. The Company recognises that wellbeing can be affected by workplace factors such as workload, working relationships, management, working arrangements and organisational change, as well as by circumstances outside work.
1.3 This policy provides a framework for promoting positive wellbeing, identifying and addressing workplace risks and supporting employees who experience health or wellbeing difficulties.
2 Scope
2.1 This policy applies to all employees of [Company Name]. Where appropriate, the principles may also be applied to agency workers, contractors, temporary workers and other people working on behalf of the Company.
2.2 The policy should be read alongside the Company's health and safety, sickness absence, flexible working, hybrid working, equality, reasonable adjustments, grievance and employee assistance arrangements where applicable.
3 General principles
3.1 Promoting positive wellbeing
3.1.1 The Company will seek to create a working environment that supports positive physical and mental wellbeing.
3.1.2 This includes promoting:
3.1.3 The Company recognises that wellbeing is individual and that different people may require different forms of support.
3.2 Open conversations about wellbeing
3.2.1 Employees are encouraged to raise wellbeing concerns at an early stage where they feel able to do so.
3.2.2 Employees do not have to disclose private medical information simply because they are discussing a wellbeing concern. However, where an employee chooses to share information about a health condition or other personal circumstance, the Company will seek to respond appropriately and sensitively.
3.2.3 Managers should listen without making assumptions, avoid attempting to diagnose medical conditions and focus on understanding whether there is anything the Company can reasonably do to support the employee.
3.3 Wellbeing conversations
Managers should use regular
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This Workplace Wellbeing Policy provides an overarching framework for supporting health and wellbeing at work. It recognises that wellbeing can be affected by both personal circumstances and workplace factors and sets out how the organisation will provide support while also taking action to prevent avoidable workplace pressures.
The policy encourages an open and supportive workplace where employees can raise concerns about their wellbeing without unnecessary stigma. It sets out practical expectations around communication, workload, breaks, work-life balance and supportive management.
Mental health is treated as an important part of workplace wellbeing. Managers are encouraged to have appropriate conversations with employees, listen to concerns and signpost available support without attempting to diagnose medical conditions.
The policy recognises that employers should address workplace factors that may contribute to stress. This includes considering workload, working relationships, control, support, role clarity and organisational change, and taking appropriate action where risks are identified.
Employees experiencing health or wellbeing difficulties may require temporary or longer-term support. Depending on the circumstances, this can include reasonable adjustments, changes to working arrangements, occupational health advice, phased returns or other appropriate measures.
Wellbeing is supported through the combined actions of the organisation, managers and employees. The policy sets out responsibilities for maintaining a supportive working environment, raising concerns, accessing support and reviewing wellbeing arrangements.
Use these best practice actions, recommended timescales and process stages to understand when and how the Workplace wellbeing policy should be used, helping ensure each step is handled consistently and appropriately documented.
Understand the common mistakes to avoid when using this HR template, helping you reduce risk, prevent unnecessary costs and ensure the process is handled correctly.
Workplace wellbeing covers the physical and mental health of employees and the workplace conditions that can affect how people feel and function at work. It can include workload, relationships, support, working arrangements, health and safety and access to appropriate support.
There is not a single statutory requirement for every employer to have a document specifically called a Workplace Wellbeing Policy. However, employers have legal duties relating to health and safety, work-related stress, equality, reasonable adjustments and employee health. A clear policy can help bring these responsibilities together.
Managers should create opportunities for supportive conversations and should listen when employees raise concerns. They should not attempt to diagnose medical conditions. Where appropriate, managers should signpost employees to HR, occupational health or other available support.
The organisation should consider whether there is an underlying workplace risk rather than treating the issue solely as an individual problem. This may involve reviewing workload, priorities, staffing, working hours, support or other factors contributing to work-related stress.
Yes. Wellbeing responsibilities apply regardless of where work is carried out. Managers should maintain appropriate contact with remote workers and provide reasonable opportunities to discuss workload, support and wellbeing.
HRDocBox provides structured, UK-focused HR templates designed around practical employment processes and current Acas, employment law, health and safety and data protection guidance. AI can help adapt wording, but a ready-to-use template provides a consistent starting point for your HR processes.
How this content is developed and reviewed
The Workplace wellbeing policy template is developed using a practical HR methodology that considers current UK employment legislation, ACAS guidance, CIPD good practice and the real-world HR process it supports. Templates and supporting information are regularly reviewed and updated, with additional reviews triggered by significant changes to legislation, guidance or established HR practice, helping ensure each document remains practical, relevant and suitable for UK employers.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing wellbeing HR processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
HRDocBox has been creating practical UK HR documents since 2009.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
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