1. Train supportive and trauma-informed managers
Provide training in mental health awareness, trauma-informed approaches (recognising the impact trauma can have on people’s lives, and aiming to create safe, supportive environments that avoid causing further harm), and empathetic leadership. Help managers understand the impact of long-term health conditions and disabilities.
2. Create a flexible and inclusive workplace culture
Encourage open communication, mutual respect, and a sense of belonging. Recognise individual contributions and support staff through regular check-in’s, open, honest and transparent conversations.
3. Empower staff through trust and autonomy
Give employees more control over their work where possible. Focus on strengths and outcomes rather than micromanagement.
4. Foster positive workplace relationships
Promote peer support, team-building, and inclusive practices. Encourage mentoring or buddy systems for new or returning staff.
5. Offer flexible working arrangements
Provide options like remote work, adjusted hours, and phased returns. Make reasonable and proactive adjustments to support health and personal needs.
6. Support job matching and re-entry
Help people to find roles which suit their preferences, abilities and interests. Offer tailored support for people returning after long periods out of work or with low confidence.
7. Review workplace policies and practices
Reassess rules that may unintentionally prevent people from returning to work or moving into more suitable roles. Simplify processes for recruitment, accessing support and workplace adjustments.
8. Support future work aspirations
Provide volunteering, supported employment, or transitional roles. Offer personalised careers advice, especially for young people and people needing to retrain or upskill.