This is for all workers in the social care sector and includes information, advice and tools for employers to support staff. It also includes guidance for individuals to manage their personal mental health and wellbeing.
The Workforce Wellbeing Resource Finder is for all social care workers and employers.
Here you’ll find wellbeing resources that have been selected as particularly relevant for the social care sector. All the resources are from trusted, national partners and have been grouped into topics. You can filter your results to reduce time and energy searching for resources for yourself and others.
This website, curated by Mind, includes a series of toolkits to support social care workers, a helpline and other resources.
This MindEd resource is designed to help frontline staff to manage their mental health and wellbeing. Topics include:
- helping each other;
- tips for managers and team leaders;
- stress and fear;
- trauma and distress;
- end of life and bereavement; and
- resources for managers.
Support for Black, Asian and Ethnic Minority (BAME) staff in care.
A support group has been set up for BAME staff working in care homes, nursing homes and domiciliary care– this is being run with support from Brighton and Hove County Council, but open to any care provider in Sussex. Sussex Partnership Foundation Trust are also providing support to this group. A WhatsApp group has been set up for this support group and anyone interested can email email@example.com for the link.
For home care workers, personal assistants and those working in isolated services, the nature of their work may mean that they already feel isolated. Skills for Care has published guidance on how to support staff who regularly work alone. It includes a section on supporting mental health and wellbeing and on communication and support.
This is in addition to Skills for Care’s existing guidance for people who employ their own staff and personal assistants, available on the Information hub, which includes where to find information about local support.
Local Government Association (LGA)
The LGA has produced a comprehensive pack of wellbeing information and resources to help managers support the wellbeing of staff.
British Psychological Society
The society has produced a guide for leaders and managers which offers practical advice on supporting staff during difficult phases of working and living through the pandemic.
Wellness action plans
Mind has a number of resources on their website including Wellness Action Plans (WAPs). These are a simple, practical way of helping staff to support their mental health at work, and for managers to support the mental health of team members. A WAP can be completed by any individual, whether or not they have a mental health problem. It provides practical steps to ensure they are supported when they are not feeling at their best.
Disproportionate impacts of COVID-19 – taking a risk assessed approach to workforce, and additional mitigation for workers at high risk:
PHE has published a review of data on disparities in the risk and outcome of COVID-19 and found a disproportionate effect on people with certain characteristics. These include age (people aged 70+), sex (male), ethnicity (some BAME groups), deprivation and people with certain underlying health conditions.
Employers have a responsibility to undertake risk assessments in relation to the workplace. The Health and Safety Executive has produced a guide to workplace risk assessments which you may find helpful.
The Department of Health and Social Care’s COVID-19 Adult Social Care risk reduction framework emphasises that risks in the workplace should be reduced for all workers and that additional mitigation measures should be put in place for workers identified at higher risk.
We strongly encourage all providers to review the guidance included within the above links and use these to build on your existing risk assessment processes.
The Council has produced this best practice document, which offers guidance for care providers when considering workers who are deemed to be at high risk of infection or adverse outcomes from COVID-19. Please note this document might not be suitable for users with assistive technology. If you need this information in another format, please contact firstname.lastname@example.org
This scheme removes a potential obstacle to those considering – or wanting to continue - lives and careers in the communities and health and care services.
From 1st October, health and care staff can claim immigration health surcharge reimbursement. The IHS allows non-European Economic Area nationals to access the NHS on broadly the same basis as UK residents if they are seeking to work, study, or join family members for more than 6 months. The government’s Tier 2 health and care visa, launched in August, exempted eligible staff from paying the IHS.
The new reimbursement scheme goes further to ensure that staff not covered by the visa, but who have worked in the NHS or care sector since 31 March, are able to claim reimbursement for themselves and their dependents, even if they paid the surcharge before this date.