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Workplace Mental Wellbeing Audit

Medium 18 items · 1 hour
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testuser Published 1 month ago
Productivity

This checklist helps managers audit workplace mental wellbeing using practical actions across assessment, policies, training, and support. It’s designed for team leaders, HR professionals, and managers who want a structured one-hour review. Inspired by World Health Organization guidelines on Workplace Mental Wellbeing Audit. Always consult a qualified healthcare professional.

Inspired by World Health Organization (WHO) guidelines. Always consult a qualified healthcare professional where applicable.

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  1. Run an anonymous wellbeing survey — Collect baseline staff feedback on stress, workload, and support.
  2. Write concise survey questions about workload, support, and bullying — Keep questions simple, use scales and open text for examples.
  3. Set the survey timeline and confidentiality rules — Define closing date and explain anonymity to encourage honest answers.
  4. Review workload and staffing levels — Compare current tasks against staff capacity and identify overloads.
  5. Check flexible working options and policies — List remote, flex-time, and compressed-week options available to staff.
  6. Review anti-bullying and harassment policy — Confirm policy is current, clear, and easy to find.
  7. Update reporting contacts and investigation steps — Ensure named contacts are reachable and steps are documented.
  8. Confirm Employee Assistance Programme (EAP) availability — Verify services, confidentiality, and how staff access the EAP.
  9. Ensure managers complete mental health awareness training — Prioritise skills to spot concerns and have supportive conversations.
  10. Schedule training sessions and provide supporting materials — Book dates, enrol participants, and share quick reference guides.
  11. Establish clear return-to-work support procedures — Define phased returns, adjustments, and reasonable accommodations.
  12. Assign a return-to-work coordinator and record responsibilities — Name a point person to coordinate adjustments and follow-ups.
  13. Create or check confidential reporting channels — Provide multiple ways to raise concerns privately (phone, online).
  14. Implement regular one-to-one check-ins between managers and staff — Set a predictable cadence for brief wellbeing conversations.
  15. Promote stigma reduction through communications and stories — Share anonymous success stories and use non-judgmental language.
  16. Review occupational health referral process and wait times — Check how quickly staff can get professional assessments.
  17. Document findings and publish an action plan with deadlines — Record priorities, owners, and clear target dates for each action.
  18. Set KPIs for mental wellbeing and schedule a follow-up survey — Choose measures (e.g., stress scores, EAP use) and a review date.
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