Wellbeing services

We offer comprehensive, practical support for individuals and teams.

For further information email well-being@norfolk.gov.uk.

Team support

Our wellbeing programme improves employee resilience and reduces stress by promoting awareness and management of wellbeing within the organisation.

The programme provides many benefits for the organisation, the team and the individual employee by:

  • Identifying and addressing causes of stress in the workplace and helping to reduce stress-related absence
  • Involving staff in the assessment process empowering them to take ownership and responsibility for areas of concern.  This makes them feel valued and improves productivity and engagement.
  • Ensuring that staff identify and strengthen causes of stress within their control, such as relationships, support, clarity of roles and communication.  This makes them more resilient when faced with causes of stress beyond their control.
  • Enabling staff and management to work collaboratively on problem solving.  This helps develop team cohesion, positive working relationships and stronger support networks.

The stages involved

  • Training - for a team member to take on the role of wellbeing facilitator
  • Assessment - completion of a confidential and anonymous online questionnaire to identify potential causes of stress within a team
  • Analysis - collation and review of anonymous data and comments, and provision of a comprehensive report providing a detailed, impartial assessment of team strengths, areas for improvement and recommendations for next steps
  • Action planning - facilitation of a staff workshop, if required, to assist in identifying team goals, proposals for improvements and development of a team action plan
  • Evaluation - we will carry out a progress review and complete a further assessment after an agreed period of time (usually every one to two years)
  • Communications - we will provide wellbeing facilitators with regular newsletters and other health and wellbeing related information to share with their team

Completion of the wellbeing questionnaire replaces the requirement for managers to undertake a stress risk assessment with each member of their team.

Individual support

We can provide a range of support for employees on an individual basis.  A Wellbeing Officer will make an initial assessment to establish the most appropriate support, depending on the nature of the issue.

Stress Action Plan (SAP)

Wellbeing Officers provide experienced, independent coaching, support and guidance to help individuals who have work-related concerns which are affecting their health.

There are three key stages in this process:

  • An initial meeting involves:
    • An assessment of the current situation
    • Helping the employee to explore their perceptions and feelings about the current situation and prioritise and give perspective to the key issues
    • Support to document examples and provide clear evidence about the issues affecting them
  • A further meeting with the employee, following a period of reflection, to identify achievable actions/proposals to resolve concerns
  • A constructive, facilitated meeting between the employee and the line manager to discuss the current situation and agree key actions

Wellness and Recovery Action Plan (WRAP)

If an employee has a physical or mental health condition that is affecting them in the workplace, the WRAP offers an excellent way for both the employee and the manager to understand the condition and how it can be managed and supported.

A Wellbeing Officer will provide coaching, guidance and advice to assist the individual to work through the stages of the WRAP:

  • Explore what they are like when they are well, and what they need to do to keep themselves well and manage their health condition
  • Consider any further ways in which they can improve their health
  • Understand what the key triggers are, both in the workplace and in their personal lives
  • Establish what they could do to avoid their triggers and reasonable adjustments that could be put in place at work to help them manage
  • Help the manager understand what the warning signs are and how to support employees when they begin to show these signs
  • Agree how to support the employee in the event of absence and how to facilitate a successful return to work.

Bullying and harassment support

If an employee believes they are being bullied or harassed in the workplace, Wellbeing Officers can:

  • Offer advice and guidance on how to deal with the matter in the most appropriate way
  • Approach the person concerned on behalf of the employee, or assist them in putting something in writing
  • Provide support throughout the informal and formal processes

Dispute resolution

Dispute resolution is a voluntary, confidential process to resolve disagreements between employees which are affecting their working relationship.  In an informal, neutral setting an impartial trained mediator can:

  • Facilitate open and honest individual and joint discussions
  • Enhance a clear understanding of disputes
  • Encourage acceptance of responsibility, and consequences of decisions
  • Allow an opportunity for collaborative problem solving
  • Help reach an agreement and common ground through fair negotiation and discussion


Confidentiality is an important aspect of wellbeing support.  The member of staff is unlikely to feel that it is safe to be open about their issues unless they are confident that the issues will not be discussed with other people without their permission.

This rule will always be applied unless there is a safeguarding issue, which means that if a member of staff tells us they are likely to be of harm to themselves or others we may need to contact their manager or another relevant person within the organisation in order to ensure their own, or others', safety.

In this instance, we would discuss our concerns with the individual first before contacting anyone else, and they would be made aware of the information that we would be required to pass on.  In situations where an employee describes committing a criminal offence, we are legally obliged to disclose information to a third party.  However, the member of staff may not be informed of this in order to protect public safety.

Email well-being@norfolk.gov.uk for more information.

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