Employee Wellbeing Policy.

 

Clancy has developed an employee wellbeing policy to manage its obligations to the health and wellbeing of all staff. It covers Clancy’s commitment to employee health, the responsibilities of managers and others for maintaining psychological health, our health promotion initiative, communicating and training on health issues, the range of support available, and Clancy’s commitment to handling individual issues.

Responsibilities

Managers and Directors will put in place measures to minimise the risks to employee wellbeing, particularly from negative pressure at work. Managers/Directors must ensure that employees understand their role within the team and receive the necessary information, training and support to do their job.

Work-life balance

Work-life balance is very important and closely associated with the prevention of unhealthy work-related stress. By taking steps to improve the working environment through effective, flexible and sensitive management, Clancy hopes to enable employees to effectively cope with the demands and pressures of work and home life. Clancy offers different ways of structuring working patterns including but not limited to the following:

  • Part-time working

  • Flexible working hours

  • Compressed working hours

  • Annualised hours

  • Job sharing

  • Working at or from home

Health promotion initiatives

Clancy is committed to creating a workplace that embraces flexibility and gives employees the best opportunities to manage their time and commitments and has initiatives to help with health and wellbeing.

A few of our benefits:

  • Private Health

  • Paycare

  • Zurich income protection

  • Zurich employee assistance program

  • Flu jabs

  • Cycle to work initiatives

  • Social activities and events

Training and communication

Managers/Directors will regularly discuss individual training needs to ensure that employees have the necessary skills to adapt to job demands. These discussions should take place during development reviews and an action plan put in place, if required, to support the employee. Alternatively, conversations will take place regarding training needs as and when required.

Managers are actively involved in offering their years of experience, advice and guidance. They conduct a lot of the on the job training. Clancy employees organise seminars and share information with colleagues as and when required.

The Skills Matrix allows Managers/Directors to identify where further training is required to assist employees to increase their knowledge to meet the demands of their job.

Managing sickness, absence and presenteeism

While this policy is geared towards creating a healthy working environment, employees are invariably absent or, in some cases, over present to varying degrees. It is important that Clancy has the right monitoring and recording procedures for managing this and providing support when required.

A number of benefits accrue from a robust approach to the management of absences including reduced absenteeism and the earlier identification of problems and trends which could point to serious health concerns that Clancy may be able to provide support with.

With regards to presenteeism it is important that employees take their holidays and not work more hours than is required on a very regular basis as this can have an impact on their home life and mental health.

For the Directors

 

Chris Acton, Chief Executive

April 2024