Wellness Action Plans (WAP) are a practical tool to support colleagues to manage their own wellbeing at work. WAPs typically focus on ways to support mental health, although they may also be useful for identifying other wellbeing concerns and actions.
Unlike the Stress Risk Assessment, WAPs are completed by the employee. Staff are not obliged to share a completed WAP with their line manager, although they are encouraged to do so. WAPs can provide a structure for conversations around what support would help the individual. When used well, this can open up a dialogue between managers and employers so that wellbeing needs are better met, which can in turn lead to increased engagement, improved performance and enhanced job satisfaction.
WAPs can be particularly helpful to support an individual’s return to work, whether they’ve been off work for wellbeing-related reasons (such as a mental health issue), or whether they are returning from another type of absence and would benefit from some additional support (for example, some staff can find it challenging to return to work following maternity leave). In these circumstances, a WAP may be used alongside other School documentation that supports the effective and timely return of staff.
Click here to download the Wellness Action Plan template.
What should a WAP cover?
Whilst the content of a WAP will naturally vary depending upon individual circumstances, it is recommended that the following are included as a general good practice approach:
- A summary of how the line manager can support the employee: this could include any early warning signs of poor mental health or other wellbeing concerns that the employee’s line manager can look out for, as well as
- Any workplace triggers for poor mental health (for example, any workplace factors that increase stress).
- Any actions and positive steps that the employee intends to take, both proactive and in response to any wellbeing concerns.
- An agreed review period so that both employee and manager can discuss the support measures that have been put in place and agree any changes.
- Anything else which the employee feels would be useful in supporting their wellbeing.