1. Introduction

While the global coronavirus pandemic is not yet over, we are now learning to live and work with COVID-19. Social care staff, however, may still be concerned about particular issues, including:

  • providing high-quality services to people with care and support needs, particularly if other staff are absent from work which adds to individual workloads;
  • the challenges the pandemic has caused in their personal lives, and the impact it has had on them and their families;
  • those who have high-risk dependants, school-age or pre-school children or other care duties, who are balancing an increasing workload and may feel less able to take time off;
  • the challenges of maintaining resilience, particularly for social care managers.

With pressure on services increasing, now more than ever, it is vital that all those providing care and support – both employers and employees – are able to take time to think about their health, safety and wellbeing as well as that of their colleagues, and the people and families they support.

The information in this chapter is taken from Health and Wellbeing of the Adult Social Care Workforce (Department of Health and Social Care). It includes advice and links to other information that employers and managers can use to help build the resilience of their team and address any concerns their staff may have.

 2. Mental Wellbeing

The guidance outlines the following key steps to support staff mental health:

  • have a structure to the day and try to develop a daily routine; writing a plan for the day or week may be helpful. It is also important that staff keep doing things they enjoy as this can give relief from anxious thoughts and feelings and can boost mood;
  • physical health has a significant impact on mental wellbeing. As the body releases endorphins when exercising, this can relieve stress relief and also boost mood;
  • maintaining relationships with family and / or friends is important for mental wellbeing. Staying in touch with people on the phone or via video or social media is particularly if people are feeling anxious;
  • avoid continually checking the news – via 24-hour channels and social media – can people feel more worried and anxious. It may more helpful to only check the news at set times in the day;
  • good-quality sleep can have a positive impact on how people feel mentally and physically. Every Mind Matters gives advice on how to get a good night’s sleep;
  • people should be asked if they are ‘ok’, and always be encouraged to seek help if they are struggling. Services available include:
    • sending a message with the word FRONTLINE to 85258 to start a conversation with Shout’s messaging support service;
    • Samaritans offer support NHS and social care workers in England. They can be contact for free, day or night, on 116 123
    • Every Mind Matters provides comprehensive support, tips and ideas on mental health and wellbeing.
    • Manchester Council provides an Employee Assistance Programme;
  • there are a number of other helplines that can offer expert advice.

2.1 How managers can help

Supervision is a good time for managers to check in with their staff (although staff should be clear they can ask for help in between supervision if they are struggling). Mind recommend developing Wellness Action Plans with staff as a practical well of supporting their mental health and wellbeing.

See also Wellbeing Resource Finder (Skills for Care)

3. Building Resilience and Managing Stress and Anxiety

It is important that staff are helped to find ways of coping with increased pressure. Skills for Care has a guide on How to Build Personal Resilience. The guide includes tasks for staff to complete that help to recognise pressure and stress. It provides advice on developing resilience through emotional intelligence, accurate thinking and realistic optimism.

MindEd provides free educational resources on mental health and has a coronavirus staff resilience hub to help manage the mental health and wellbeing of frontline staff.

The Every Mind Matters page on Anxiety provides good advice on managing worries that people may have.

Other information and support includes:

4. Physical Wellbeing

Staff should try to keep active, where and when possible. This can include walking outside or running or riding a bike once a day, as fresh air is extremely beneficial for mental health.

For those who are not able to exercise outdoors, there are several online workouts that can be done at home. The NHS provides free, easy 10-minute workouts and the NHS Fitness Studio has a collection of accessible exercise videos.

Staff should ensure they get rest and respite during work or between shifts, eat healthily, engage in physical activity and stay in contact with family and friends. People should avoid unhelpful coping strategies such as tobacco, alcohol or other drugs. In the long term, these can worsen mental and physical health.

5. Financial Wellbeing

Financial wellbeing is about people having a sense of security and having enough money to meet their needs; it is about being in control of day-to-day finances and having the financial freedom to make choices that allow people to enjoy their life.

There are a number of organisations to help staff with financial problems they may have:

National Debtline provides free, confidential and independent advice on dealing with debt problems.

There is also

6. Concerns about Work

It is important that people’s rights as workers are protected, especially during these challenging times. Similarly, staff have a professional duty to act if they are concerned that the safety of those they care for is at risk. If any member of staff has any concerns about employment practices, it is important that they raise them.

Any concerns should be raised with the member of staff’s senior management team in the first instance. There will be internal procedures in the workplace about what to do.

Staff can also contact their union or professional body, if they have one, for advice about what to do if they have concerns. They can play a helpful role in trying to resolve any problems staff may be facing and improve workplace practice.

Finally, if staff want to report a serious case of bad practice or have been unsuccessful in resolving any issues with their organisation, they can contact CQC and local council safeguarding teams.

7. Covid-19 – Employees with underlying Health Conditions

Employers are required to take steps to reduce the risk of exposure to COVID-19 in the workplace and should explain to staff measures they have put in place to keep everyone safe.

Although people no longer have to shield, there are a number of actions that employers can take in managing individual risk:

  • having individual conversations with members of their staff who have underlying health conditions or are otherwise identified as being at increased risk;
  • if the employee can continue to work from home in their current role, they should be supported to do so;
  • where it is not possible to work from home, wherever possible staff at increased risk from COVID-19 should be supported to work in roles or settings which have been assessed as lower risk.

Employers should continue to assess risk and respond flexibly to factors which may increase risk in the workplace, such as an ongoing outbreak, or an increase in the community level of the virus.

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