NICE have published a guideline 'Workplace policy and management practices to improve the health and wellbeing of employees' which makes recommendations on improving the health and wellbeing of employees, with a particular focus on organisational culture and context, and the role of line managers. The aim is to: (i) promote leadership that supports the health and wellbeing of employees and help line managers to achieve this; (ii) explore the positive and negative effect an organisation's culture can have on people's health and wellbeing; and (iii) provide a business case and economic modelling for strengthening the role of line managers in ensuring the health and wellbeing of employees. The guideline has been produced for employers, senior leadership, managers and employees, with a particular focus on human resources and occupational health management.
Content Note
The aim is to provide summary information and comment on the subject areas covered. In particular, where employment tribunal and appellate court cases are reported, the information does not set out full details of all the facts, the legal arguments presented by the parties and the judgments made in every aspect of the case. Click on the links provided to access full details. If no link is provided contact us for further information. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, SM&B cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.