Falkirk Council recognises the benefits and impact that wellbeing has on employees and ultimately on service delivery.

This policy outlines Falkirk Council’s commitment to the health and wellbeing of its employees. It supports efforts to improve employee health and wellbeing both at work and in home life.

We recognise that wellbeing is the state of being comfortable, healthy or happy and can be influenced by:

• Career and work factors
• Emotional factors
• Financial factors
• Health factors
• Social factors

Whilst these factors are both work and non-work related, we will create a workplace that supports employees to improve their own wellbeing.

Mental health is a critical part of wellbeing and is defined by the World Health Organisation as a state of wellbeing in which every individual realises their own potential, can cope with normal stresses of life, can work productively and fruitfully, and can contribute to their community.

We recognise the need to create a work environment where mental health is supported and issues around mental health are managed in a mature and supportive way.

This policy applies to all Falkirk Council employees.

Responsive

We will work with employees to provide realistic, practical and affordable options for improving health and wellbeing in times of need.

Innovative

We will create a supportive environment that enables employees to be proactive in protecting and enhancing their own health and wellbeing.

Trusted

We will demonstrate that employee health and wellbeing is important by offering support, promoting teamwork and encouraging a sense of community across the Council.

Ambitious

We will seek to continually improve the health and wellbeing of our employees.

Falkirk Council is committed to providing a positive work environment for employees and promoting mental health and wellbeing. We value the strategic importance and benefits of a healthy workplace.

• Reduce and remove stigma associated with mental health in the workplace.
• Improve managers’ knowledge and skills in supporting employee mental health.
• Build and maintain a workplace culture that supports positive health and wellbeing.
• Increase awareness of wellbeing issues and healthy lifestyle choices.
• Facilitate workforce participation in wellbeing initiatives.
• Consider employee wellbeing in relevant Council policies and decisions.
• Ensure managers are committed to health and wellbeing and act as positive role models.
• Encourage a workplace culture that supports early intervention and prevention.
• Provide support to line managers to improve wellbeing within the workplace.

Senior leadership

Senior leadership includes the Chief Executive, Service Directors, Chief Officers and Heads of Service.

• Act as role models for positive leadership.
• Support the implementation of health and wellbeing initiatives.
• Promote hybrid working where appropriate.
• Ensure employees know how to access support services.
• Support line managers with resources, time and training.
• Ensure wellbeing responsibilities are recognised within management roles.
• Attend and promote relevant training.
• Apply Health and Safety Executive management standards.
• Maintain and implement Service Wellbeing Action Plans.
• Support the Council’s Wellbeing Group and Strategy.
• Communicate with and support employees during periods of change.

Line managers

Line managers include Service Unit Managers, Headteachers, Supervisors, Depute Headteachers, Principal Teachers and anyone with line management responsibilities.

• Facilitate communication on wellbeing matters.
• Communicate wellbeing impacts of workplace changes.
• Encourage employee involvement in new ways of working.
• Be trusted and respected role models.
• Foster a positive working environment.
• Address issues affecting employee health and wellbeing.
• Implement wellbeing initiatives where possible.
• Balance organisational and individual needs when considering flexible working.
• Support hybrid working and flexible scheduling.
• Monitor work pressures and job design.
• Apply Health and Safety Executive management standards.
• Attend relevant wellbeing training.
• Respect employees’ ability to disconnect from work.
• Discuss wellbeing during one-to-one meetings and supervisions.

Employees

• Engage with line managers and colleagues on wellbeing matters.
• Take responsibility for their own health and wellbeing.
• Report excessive work pressures.
• Attend relevant training when required.
• Use annual leave appropriately and disconnect outside working hours.

Health, Safety & Wellbeing Team

• Promote health and wellbeing across the Council.
• Advise on new wellbeing initiatives.
• Monitor initiative effectiveness.
• Support large group stress risk assessments.
• Maintain the Mental Health First Aider network.

Wellbeing Group

The Wellbeing Group is made up of representatives from across the Council including senior leadership, line managers, employees and trade unions.

• Communicate upcoming wellbeing initiatives.
• Provide feedback on wellbeing issues.
• Consider new wellbeing initiatives.
• Promote wellbeing activities within services.
• Support implementation of the Council’s Wellbeing Strategy.

Mental Health First Aiders

Mental Health First Aiders provide a direct point of contact for employees experiencing emotional distress or mental health issues.

• Act as a first point of contact and support.
• Signpost employees to appropriate support services.
• Encourage access to professional support and self-help strategies.
• Step back from the role when necessary to protect their own wellbeing.
• Maintain confidentiality for those seeking advice.

Employee mental health and wellbeing will be monitored through regular surveys, including Pulse Surveys. Results will be reported to the Council’s Wellbeing Group.

Last updated: April 2026