SIGN SOLUTIONS mental health at work comittment v0.1 200921

Sign Solutions Mental Health at work commitment _______________________________________________________________________________ Sign Solutions understands the importance of staff wellbeing, we believe mental health wellbeing is as important as physical wellbeing. Just like our physical health sometimes our mental health may need some extra care. We appreciate when you are experiencing mental health difficulties this may impact happiness, productivity and collaboration just like physical health. It does not matter the cause, sometimes there doesn’t need to be cause but if you feel like you can’t face work as a result of your mental health, we invite you to take a mental health sick day the same as you would a physical sick day, physical and mental health should be treated equally. There will be no judgements, no questions asked apart from “how can we support you”, if you decide a sick day is needed we trust you, just contact your line manager and let them know so we can make arrangements to manage your workload. Just like physical health, mental health can persist a little longer than we like, there is no expectations for you to return to work sooner than you feel ready, we understand your wellbeing is paramount and want you to feel well before returning to work. If symptoms persist, we recommend you contact your general practitioner as soon as possible, Sign Solutions will ensure the time for your appointment is provided. We advise if symptoms persist you also inform your line manager or Health and Wellbeing Champion, Charlotte Boyce so we can make reasonable adjustments and help you during recovery. We aim to support employees and create a healthy and happy workplace, we want everyone to feel appreciated, understood and to be treated fairly. 1 V0.1 20/09/21

Sign Solutions Mental Health at work commitment Definitions of mental health and wellbeing Mental Health Mental health is defined by the WHO (World Health Organisation) as a state of mental and psychological wellbeing in which every individual realises his or her own potential, and can cope with the normal stresses of life, can work productively and fruitfully, and is able to make a contribution to his or her community. Mental health is determined by a range of socioeconomic, biological and environmental factors. Wellbeing Wellbeing is defined by the UK Department of Health as feeling good and functioning well, and comprises each individual’s experience of their life and a comparison of life circumstances with social norms and values. Wellbeing can be both subjective and objective. Mental wellbeing, as defined by Mind, describes a dynamic mental state. An individual with good mental wellbeing is able to: • feel relatively confident and have positive self-esteem • feel and express a range of emotions • build and maintain good relationships with others • feel engaged with the world in general • live and work productively • cope with the stresses of daily life, including work-related stress • adapt and manage in times of change and uncertainty. Work-related stress Work-related stress, as defined by the WHO, is the response people may have when presented with demands and pressures that are not matched to their abilities, leading to an inability to cope, especially when employees feel they have little support from managers and little control over work processes. Presenteeism Presenteeism is defined as attending work whilst ill and therefore not performing at full ability. Presenteeism can be both positive and negative and be due to a variety of factors. Absence We define absence as days absent from work. Absence can also be both positive and negative and due to a number of factors. 2 V0.1 20/09/21

Sign Solutions Mental Health at work commitment Policy Elements;- Mental health issues in the workplace are any conditions that affect an employees’ state of mind. These conditions may include mild depressions, stress and severe anxiety which may result in a burn out and nervous conditions. Mental health problems manifest in different ways. Some employees may suffer with no physical side effects, while others may experience physical symptoms (e.g. increased blood pressure, lethargy, changes in eating habits.) Employees may experience mental health issues for various reasons that an employer cannot control (e.g. hereditary, family conflicts, general health.) But there are also work-related reasons for mental health problems, including: Job insecurity. Excessive pressure. Work-life imbalance. Hostile workplace conditions. Unpleasant relationships with colleagues or managers. To every extent possible, Sign Solutions aim is to recognise and address these. . Company Obligations; - We aim to: • Treat mental illness seriously. • Identify issues proactively and resolve them. • Support employees who face mental health problems. • Create pleasant workplaces in collaboration with managers and employees. Internal Policies/Procedures; To prevent employee distress, we have policies/procedures for: • Anti-discrimination /Dignity and Work • Workplace violence • Open door procedure as mentioned below. • Parental leave https://www.gov.uk/parental-leave • Support Lines Policy • Stress Policy • Drugs Policy All these policies aim to preserve a harmonious workplace where employees can enjoy their work and balance their jobs with their personal lives. 3 V0.1 20/09/21

Sign Solutions Mental Health at work commitment Managers’ / Health and Wellbeing Champion Obligations; - Managers and the Health and Wellbeing Champion will also proactively identify mental health issues among their employees. If they feel an employee is in a state of emotional or psychological distress, they should reach out to them. Here are some tips on how managers can address an employee who suffers from mental health issues in common situations: • Ensure to offer employees an “open door” policy to discuss any concerns • If an employee’s problems are personal or the employee wishes to not disclose them, managers should encourage them to contact their GP or health professional • Reach out to mental health first aider, (Charlotte Boyce, Health and Wellbeing Champion/Agency Manager) • Refer employee and managers to undertake relevant e-learning courses which may aid in understanding mental health Employee recognition and development; - One way to prevent employees from excessive stress is to recognise their work and invest in their personal growth. For this reason, we provide; - • Reviews • Open door to managers policy • Bradford Factor Scheme • Health and Wellbeing Schemes • Training • E-Learning Courses • Rewards and team outings/events We hope this scheme helps improve your health and wellbeing and that you feel able to discuss any mental health issues with us so we can aid you in your recovery. 4 V0.1 20/09/21