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Mental Health and Well Being Policy

Purpose

This policy aims to foster a safe, supportive, and healthy work environment, addressing health and wellbeing. We are committed to reducing factors that may harm employees’ mental health, promoting positive workplace practices, and providing timely support and interventions for mental health concerns.

Scope

This policy applies to all employees at every level of the organisation, including full-time, part-time, fixed-term workers, and contractors where applicable.

Policy Statements

We are committed to implementing both preventative and responsive measures to reduce factors that may harm employees’ mental health, promoting positive workplace practices, and providing timely support and interventions.

  1. Reduction of Harmful Aspects and Impacts of Work
      We actively identify and mitigate factors that may negatively affect employees’ mental health, including:
      • Managing Overtime: Implementing policies to limit excessive overtime and encourage work-life balance.
      • Night Work Management: Ensuring night shifts are rotated to prevent long-term negative effects on employees’ health.
      • Workload Assessment: Conducting regular reviews to ensure workloads are reasonable and manageable, preventing burnout.
  2. Promotion of Positive Aspects and Impacts of Work
      We create and maintain a positive working environment that contributes to employees’ mental health, including:
      • Clear Reporting Lines: Ensuring all employees understand communication channels, roles, responsibilities, and where to reach out for support.
      • Open Door Policy: Encouraging an environment of psychological safety where employees feel safe to raise concerns, ask questions, or provide suggestions without fear of retaliation.
      • Mentoring and Peer Support: Developing mentoring programs and peer groups to foster personal and professional growth, enhance resilience, and create a sense of belonging.
  3. Early Identification, Intervention, and Support
      We provide resources and support systems to address mental health issues at the earliest possible stage, including:
      • Mental Health Training: Offering training for managers and employees on recognising the signs of mental health issues and how to provide initial support.
      • Access to Counselling Services: Providing access to confidential counselling services and professional support.
      • Employee Assistance Programs (EAP): Supporting employees through access to professional assistance programs.
      • Regular Wellbeing Check-ins: Implementing regular check-ins between managers and employees to ensure ongoing communication regarding mental health and work satisfaction.
      • Stress Management Programs: Organising workshops on stress management, mindfulness, and other relevant practices to support wellbeing.

Roles and Responsibilities

  1. Management
    • Lead by example in prioritising mental health and wellbeing.
    • Ensure this policy is communicated and implemented across all teams.
    • Regularly review workloads and practices to align with mental health objectives.
  2. Employees
    • Take responsibility for their own mental health and wellbeing.
    • Participate in training, support programs, and other initiatives.
    • Communicate openly with supervisors or HR regarding any mental health concerns.
  3. Human Resources (HR)
    • Provide resources and training to support this policy.
    • Maintain confidentiality in all mental health-related matters.
    • Continuously review and improve the effectiveness of this policy.

Review and Evaluation

This policy will be reviewed annually or as needed to ensure it remains effective and relevant. Feedback from employees and management will be actively encouraged throughout the year and considered when making any necessary adjustments.  

Managing Director 

Charles Chen 

 

Dated: June 2025

Appendix – Employee Assistance Programme (EAP) Guidelines
Application: These guidelines apply to permanent and fixed-term employees at Maxion Group, including all group companies such as BCG Civil Limited T/A Maxion Civil, Maxion Building Services Limited, Maxion Equipment & Truck Rental Limited, Maxion IT Services Limited, All Plumbed in Group Limited, Max Recycling Limited, Arcen Consultancy Limited, and Maxfits Trading Limited. Participation in the programme is entirely voluntary, and all services are provided free of charge to employees. Family members or dependants of employees may also have access to certain EAP services. Purpose: Maxion employees have access to support and assistance through EAP Services, provided by a confidential and independent provider of professional services, including counselling. Services Provided: The EAP offers a variety of services to support employees’ mental health, emotional wellbeing, and physical wellbeing, including but not limited to:
  • Confidential Counselling: Short-term, solution-focused counselling sessions provided by licensed professionals to address personal or work-related concerns, such as:
    • Stress, anxiety, and depression
    • Grief and loss
    • Marital and relationship issues
    • Substance abuse
  • Work-Life Balance Support: Guidance on managing work-life challenges, including:
    • Parenting and child care resources
    • Financial counselling and debt management advice
    • Legal consultations (non-work-related issues)
  • Critical Incident Support: Immediate support and counselling for individuals or groups affected by traumatic workplace incidents, such as accidents or critical events.
  • Wellness Resources: Access to workshops, webinars, and self-help resources on topics including stress management, mindfulness, time management, and maintaining a healthy lifestyle.
How to Access the EAP: Employees can access the EAP through the following methods:
  • Referral by Manager or HR: Managers or HR may recommend the EAP to employees who might benefit from its services. Participation remains voluntary, and the decision to use the EAP always rests with the employee.
  • Online Access: Some services, such as self-help materials, webinars, and wellness resources, are available through the EAP’s online portal: https://www.eapservices.co.nz/
Cost: All EAP services are provided at no cost to the employee. If additional services beyond the EAP’s scope are recommended (e.g. long-term counselling), the employee will be responsible for any costs associated with those external services. However, the EAP will provide guidance and referrals to assist employees in finding appropriate resources. Confidentiality: All EAP services are confidential. Any discussions or counselling between employees and EAP professionals are private and will not be shared with the company or third parties without the employee’s written consent, except where required by law (e.g. imminent risk of harm to self or others).