Hospitality Health has been presenting our Wellness Charter since the charity’s inception, nearly 6 years ago. We have been awarding the businesses that are “doing the right thing and putting their team first” with the accolade.

The purpose is to recognise the best employers within the hospitality and tourism sector, and thereby support them with their recruitment and to promote better retention.

It seems that there is not a better time to refresh this and promote this further, as more businesses are recognising it is the correct thing to do.

We will be launching a campaign shortly to encourage more businesses to apply for consideration of the accolade.

We are hearing of more organisations changing how they support their teams, providing better rates of pay, benefit packages, flexible rotas, consecutive days off, EAPs, and of course having certificated MHFA in the Team.

Another significant factor is workplace culture. A positive, inclusive, and supportive work environment can go a long way in boosting employee morale. Encouraging open communication, recognising and rewarding hard work, and fostering a sense of community can help create a more engaged and motivated workforce.

Implementing effective solutions, e.g. suggestion boxes, and regular one-on-one meetings provide platforms for employees to voice their concerns and feel heard.

Promoting wellness programs that focus on mental and physical health can significantly reduce absenteeism and presenteeism. Providing access to fitness facilities, mental health resources, and encouraging a healthy work-life balance can improve overall employee well-being and engagement.

Our Checklist

• Provide non-judgemental and proactive support to individual staff who experience mental ill health.
• Not make assumptions that a person with a mental health condition will be more vulnerable to workplace stress or take more time off than any other employee or job applicant.
• Show a positive and enabling attitude to all employees and job applicants with a mental health condition. This will include positive statements in local recruitment literature.
• Ensure all line managers have access to information and training about managing mental health in the workplace.
• Offer staff access to an Employee Assistance Programme.
• Employ mental health first aiders within the organisation.
• Support and respect team members’ work/life balance, rotas and working hours, providing sufficient notice for changes and requests.  A range of shift patterns are available to support working families, students and part time working.
• Support the ambition to pay the living wage, end low pay. Provide consideration to the Fair Work framework.
• Support industry charities, and other charities relating to the community they serve, respecting and encouraging colleagues’ commitments to additional community endeavours.
• Ensure that all staff involved in recruitment and selection are briefed on mental health conditions and The Equality Act 2010 and given appropriate interview skills.

Thanks

As we are about to embark on this campaign we would like to say a huge thank you in advance to Gemma from Arden Marketing, who along with Ed & Pete from Thissaway who have been responsible for so much of the work. Thank you for all your support in the planning and development of the collateral that we will be making use of. In addition, thanks also to the businesses and staff who have supported us along the way.

Gordon McIntyre

Founding Chairman

Hospitality Health