1: Introduction

1.1 Policy Overview
Redcone Recruitment Limited is committed to fostering a workplace environment that promotes the health, safety, and overall wellbeing of its employees. We recognise that the physical, mental, and emotional health of our workforce is critical to the success of the company and the satisfaction of our employees. This Health and Wellbeing Policy outlines Redcone Recruitment Limited’s commitment to supporting and enhancing the wellbeing of its employees through a range of initiatives, resources, and support mechanisms.

The company is dedicated to creating a supportive work environment that encourages employees to take care of their health, seek help when needed, and maintain a healthy work-life balance. This policy reflects our commitment to promoting workplace wellness and ensuring compliance with relevant UK legislation, including the Health and Safety at Work Act 1974.

1.2 Purpose of the Policy
The purpose of this policy is to:

• Support employees in maintaining their physical, mental, and emotional wellbeing through proactive initiatives and support systems.
• Provide a healthy and safe working environment that encourages positive lifestyle choices and promotes a work-life balance.
• Raise awareness about health and wellbeing issues, and create a supportive culture where employees feel empowered to seek assistance.
• Offer appropriate resources and services to help employees manage stress, mental health issues, and personal challenges that may impact their work.
• Ensure compliance with legal obligations and demonstrate Redcone Recruitment Limited’s commitment to being a responsible employer.

1.3 Legal Framework
This policy complies with the following UK legislation:

• Health and Safety at Work Act 1974: Ensures employers provide a safe and healthy working environment for employees.
• Equality Act 2010: Protects employees from discrimination, including on the grounds of health conditions and disabilities.
• Employment Rights Act 1996: Provides employees with the right to request flexible working arrangements and ensures fair treatment regarding health and wellbeing-related matters.
• The Management of Health and Safety at Work Regulations 1999: Requires employers to assess risks to employees’ health and safety and implement measures to mitigate those risks.

2: Scope

2.1 Applicability
This policy applies to all employees of Redcone Recruitment Limited, including full-time, part-time, temporary, and contract staff. It covers all aspects of employee wellbeing, including physical health, mental health, stress management, work-life balance, and emotional support. The policy also applies to contractors, suppliers, and third-party stakeholders working within or with the company, where appropriate.

2.2 Key Areas of Wellbeing Covered

• Physical Health: Initiatives and support related to fitness, nutrition, and maintaining a healthy lifestyle.
• Mental Health: Support for employees experiencing mental health challenges such as stress, anxiety, and depression.
• Work-Life Balance: Encouraging a balance between work and personal life to prevent burnout and promote overall wellbeing.
• Emotional Support: Providing resources and services to help employees manage emotional challenges, such as personal or family issues.
• Occupational Health and Safety: Ensuring that the working environment is safe and promotes health and wellbeing.

3: Policy Details

3.1 Promoting Physical Health

3.1.1 Workplace Environment
Redcone Recruitment Limited is committed to providing a physical environment that promotes health and safety. This includes:

• Regular risk assessments to identify and mitigate hazards in the workplace.
• Ensuring ergonomic workstations that reduce the risk of musculoskeletal disorders.
• Providing safety equipment and ensuring compliance with health and safety regulations, particularly for employees involved in traffic management and labour supply activities.

3.1.2 Health Initiatives
To support employees in maintaining their physical health, the company will:

• Encourage employees to engage in physical activity by offering initiatives such as subsidised gym memberships, fitness challenges, or lunchtime walking groups.
• Promote healthy eating by providing information on nutrition, offering healthy snacks at the office, or partnering with local vendors that provide nutritious meal options.
• Offer annual health screenings or wellness checks to monitor employees’ physical health and identify any potential health issues early.

3.2 Supporting Mental Health and Emotional Wellbeing

3.2.1 Mental Health Awareness
Redcone Recruitment Limited recognises the importance of mental health and will:

• Promote mental health awareness through internal campaigns, workshops, and resources that reduce the stigma around mental health issues.
• Provide mental health first aiders who are trained to offer support and guidance to employees experiencing mental health challenges.
• Ensure that all employees, particularly managers, receive training on mental health awareness, helping them recognise the signs of stress, anxiety, and other mental health conditions.

3.2.2 Employee Assistance Programme (EAP)
The company offers access to a confidential Employee Assistance Programme (EAP), which provides:

• Counselling services: Employees can access professional, confidential counselling to help them manage personal or work-related issues.
• Mental health support: Employees struggling with stress, depression, anxiety, or other mental health challenges can seek support through the EAP.
• 24/7 helpline: A dedicated helpline is available for employees needing immediate emotional support or guidance.

3.2.3 Stress Management
To help employees manage stress and maintain emotional wellbeing, Redcone Recruitment Limited will:

• Provide stress management workshops or training sessions to help employees cope with work pressures and personal stressors.
• Offer relaxation areas in the workplace where employees can take breaks and unwind during the workday.
• Encourage employees to take regular breaks and use their annual leave to maintain a healthy work-life balance.

3.3 Encouraging Work-Life Balance

3.3.1 Flexible Working Arrangements
Redcone Recruitment Limited is committed to helping employees achieve a healthy work-life balance by offering:

• Flexible working hours: Where operationally feasible, employees can adjust their work schedules to accommodate personal responsibilities or preferences.
• Remote working options: Employees may be allowed to work from home or other remote locations, depending on their role and the company’s needs.
• Part-time or job-sharing arrangements: The company will consider part-time or job-sharing options for employees who require reduced working hours due to personal or health-related reasons.

3.3.2 Leave Policies
The company recognises the importance of taking time off to rest and recharge. Therefore, Redcone Recruitment Limited will:

• Provide generous annual leave entitlements and encourage employees to use their full allocation each year.
• Offer additional leave entitlements, such as compassionate leave, maternity and paternity leave, and sick leave, to support employees during significant life events or health challenges.

3.4 Occupational Health and Safety

3.4.1 Risk Assessments and Hazard Control
Redcone Recruitment Limited will conduct regular risk assessments of all workplaces to identify and mitigate potential hazards. This is particularly important for high-risk areas such as traffic management operations. Control measures include:

• Personal Protective Equipment (PPE): Ensuring employees have access to and use appropriate PPE for their roles.
• Safety Training: Providing ongoing health and safety training to ensure employees are aware of the risks in their workplace and how to minimise them.

3.4.2 Support for Employees with Health Conditions
The company is committed to supporting employees who experience health conditions by:

• Providing reasonable adjustments to enable employees with disabilities or health conditions to perform their job effectively. This may include modifications to workstations, flexible hours, or changes to duties.
• Offering occupational health services to help manage workplace-related health concerns and support employees in returning to work after illness or injury.

4: Employee Responsibilities

4.1 Employee Wellbeing
Employees are encouraged to take responsibility for their own health and wellbeing by:

• Participating in health and wellbeing initiatives and using the resources available to them.
• Engaging in regular physical activity and maintaining a balanced diet.
• Managing stress by taking regular breaks and seeking support when needed.

4.2 Respecting Others
Employees are expected to support the wellbeing of their colleagues by:

• Treating each other with respect and promoting a positive work environment.
• Being mindful of the pressures and challenges faced by colleagues and offering support where appropriate.
• Reporting any concerns about the health and wellbeing of a colleague to their line manager or HR.

5: Manager Responsibilities

5.1 Promoting Wellbeing
Managers play a key role in fostering a culture of health and wellbeing within the company. Managers are expected to:

• Encourage open conversations about wellbeing and be approachable if employees need support.
• Recognise the signs of stress, burnout, or other health issues in their teams and offer assistance.
• Support employees who are experiencing health challenges, whether through referrals to the EAP, temporary adjustments to workloads, or changes to working arrangements.

5.2 Ensuring a Safe Working Environment
Managers are responsible for ensuring that the working environment is safe and conducive to employee wellbeing. This includes:

• Conducting regular safety inspections and ensuring that health and safety protocols are followed.
• Ensuring that employees have the necessary tools and resources to perform their duties safely.
• Addressing any hazards or concerns raised by employees promptly and effectively.

6: Monitoring and Reporting

6.1 Wellbeing Metrics
Redcone Recruitment Limited will monitor the effectiveness of its Health and Wellbeing Policy by tracking key metrics, including:

• Employee engagement with health and wellbeing initiatives.
• Usage rates of the Employee Assistance Programme (EAP).
• Rates of absenteeism, particularly due to stress or mental health issues.
• Feedback from employee surveys or focus groups on workplace wellbeing.

6.2 Reporting Health and Wellbeing Concerns
Employees are encouraged to report any concerns related to their health and wellbeing to their line manager or HR. Reports will be treated confidentially and addressed in accordance with the company’s procedures.

7: Training and Awareness

7.1 Health and Wellbeing Training
Redcone Recruitment Limited will provide training to all employees on:

• The importance of physical, mental, and emotional wellbeing.
• How to manage stress and maintain a work-life balance.
• How to access the company’s wellbeing resources, such as the EAP and mental health first aiders.

7.2 Manager Training
Managers will receive additional training on:

• Supporting employees with health and wellbeing challenges.
• Identifying signs of stress, burnout, or mental health issues in their teams.
• Understanding their responsibilities in creating a safe and healthy work environment.

8: Policy Review

8.1 Annual Review
This Health and Wellbeing Policy will be reviewed annually to ensure that it remains relevant and effective. Feedback from employees and managers, as well as changes in legislation or industry best practices, will be taken into account when updating the policy.

8.2 Continuous Improvement
Redcone Recruitment Limited is committed to continually improving its health and wellbeing initiatives. Employee feedback will be actively sought, and the company will stay informed of emerging trends and research related to workplace health and wellbeing.

9: Conclusion

Redcone Recruitment Limited is committed to the health, safety, and wellbeing of all employees. This Health and Wellbeing Policy reflects the company’s dedication to fostering a supportive workplace environment where employees can thrive. By promoting a culture of health, offering practical support, and encouraging a healthy work-life balance, the company aims to enhance the overall wellbeing of its workforce, contributing to both personal and organisational success.