Mental Health and Wellbeing Policy

Gelateria Danieli Ltd (the Company) is committed to promoting positive mental health and overall wellbeing at work. The Company recognises that mental health is as important as physical health and is committed to creating a working environment in which employees are treated with dignity, respect and support.

Purpose

This policy sets out the Company’s commitment to promoting mental health and wellbeing, reducing stigma, supporting employees who experience mental health difficulties, and taking reasonable steps to identify and reduce workplace stressors.

The Company’s Commitment

The Company is committed to:

  • fostering a workplace culture that supports mental health and wellbeing
  • raising awareness of mental health issues and helping to reduce stigma
  • encouraging open and respectful conversations about mental health where employees feel able to raise concerns
  • identifying, assessing and, where reasonably practicable, reducing workplace stressors that may negatively affect mental health
  • providing support to employees where mental health concerns arise
  • considering reasonable adjustments where appropriate, including where a mental health condition may amount to a disability under the Equality Act 2010
  • ensuring managers handle mental health concerns sensitively, fairly and consistently.

Work-Related Stress

The Company recognises that work-related stress can have a serious impact on mental and physical health.

Managers will seek to identify potential workplace stressors, including excessive workload, unclear expectations, poor communication, insufficient support, conflict, or other working practices that may adversely affect wellbeing. Where appropriate, the Company will consider whether further action, including a risk assessment or other practical steps, is required to help prevent or reduce work-related stress.

Employees are encouraged to raise concerns about work-related stress at the earliest opportunity so that support or practical measures can be considered.

Support and Adjustments

Employees are encouraged to speak to their manager or another appropriate manager if they are experiencing mental health difficulties, work-related stress, or any wellbeing issue that may be affecting them at work.

Where appropriate, the Company will consider what support may reasonably be offered. This may include, depending on the circumstances, temporary adjustments to duties, working arrangements, hours, supervision, return-to-work planning, or other practical measures.

Where a mental health condition may amount to a disability, the Company will consider its legal obligations, including the duty to make reasonable adjustments where appropriate.

Confidentiality

The Company recognises the importance of confidentiality in relation to mental health matters.

Information relating to an employee’s mental health or wellbeing will be handled sensitively and, so far as reasonably possible, kept confidential. However, information may need to be shared on a limited basis where this is necessary for legitimate management purposes, to protect health or safety, to obtain appropriate support, or where there is another legal or safeguarding reason to do so.

Any personal data relating to health will be handled in accordance with applicable data protection requirements and the Company’s Employee Privacy Notice.

Reporting and Communication

Employees are encouraged to communicate openly with an appropriate manager about any mental health concerns that may be affecting them at work.

Managers should listen sensitively, avoid making assumptions, consider whether support or adjustments may be appropriate, and seek further advice where necessary.

Where concerns relate to working practices, stressors, bullying, harassment or other treatment at work, employees may also raise these matters under the appropriate Company policy.

Anti-Discrimination and Victimisation

The Company will not tolerate discrimination, harassment, victimisation or retaliation against employees because of mental health issues, because they have sought support, or because they have raised concerns in good faith.

Any such conduct may be dealt with under the Company’s disciplinary procedure. Where a mental health condition amounts to a disability, the Company will also act in accordance with its obligations under the Equality Act 2010.

Responsibilities

Managers

Managers are expected to:

  • promote a supportive and respectful working environment
  • respond appropriately to concerns raised by employees
  • monitor signs of possible work-related stress or wellbeing concerns where these become apparent in the workplace
  • consider whether support, adjustments or further advice may be required
  • handle information sensitively and appropriately.

Employees

Employees are encouraged to:

  • look after their own health and wellbeing as far as reasonably possible
  • raise concerns at an early stage where they feel able to do so
  • engage reasonably with support offered by the Company
  • treat colleagues with dignity, respect and sensitivity.

Review

The Company may review this policy from time to time to ensure it remains appropriate, legally up to date, and consistent with business needs.

last updated 16th July 2026

← BACK TO: HR POLICIES