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Cranstoun

Posted by Richard on 10 January, 2017

Based in Surrey, drug and alcohol charity and Charter signatory, Cranstoun promotes a number of working practices and support services to support employee mental health wellbeing including:

  • Flexible working policies promote flexibility in working hours to allow employees to manage their work around home lives. Contracts are offered on part-time hours, flexible hours, condensed hours etc. Cranstoun also offer enhanced annual leave and actively encourage employees to use their leave. A flexible holiday's policy is also in place to allow employees to 'buy' or 'sell' annual leave to suit their lifestyle.
  • Monthly supervision with their line manager, which provides space to discuss work tasks and objectives, but also to reflect on personal health and wellbeing.
  • An Employee Assistance Programme to provide all employees with access to a 24 hour confidential advice line, to support employees and their families on a range of issues from financial, legal, medical, counselling, management etc.
  • Occupational Sick Pay scheme and a Group Income Protection Scheme to provide financial support if employees are unable to attend work due to sickness.

Cranstoun also offer an Early Interventions Service and Occupational Health service, which are particular beneficial to support individuals who are facing mental health problems as the following example illustrates: 'An employee working within one of our drug and alcohol facilities has suffered with a long-term condition affecting her mental wellbeing. Due to difficulties with her home life, and changes being implemented within her work place, the individual was absent from work and certified by her GP as suffering with stress and anxiety. ‘We immediately utilised our Early Interventions Service, which enabled us to offer the individual the support of an occupational health nurse, to provide direct support to the individual and to work with us as the employer to discuss and resolve any work place barriers. At this early stage, we agreed a phased return to work plan, which supported the individual on a gradual return to the workplace. The individual has sustained attendance at work and has regular check-in meetings with her manager. Without the support of the Early Interventions Service, it is likely that the individual would have remained on long term sickness for a longer time frame, which may have allowed her anxieties around the workplace to heighten.’

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