A vote for your future

We have the opportunity to build a future for all our families. Unlike what we are being told, the upcoming General Election is not about Brexit but about the type of society we want to live in:  one where we can retire at 66 and not potentially 75 under a Conservative Government; , one where workers have a  right to paid holidays and paid breaks and not have those rights removed as could happen under the Conservatives. The attached Labour Party Manifesto demonstrates the country that we could have ,and how it could be financed. The truth is that  we don’t have to suffer; we can build a better future for ourselves and for future generations.

We would encourage everyone to vote for  Labour Government to preserve workers rights and create a fairer society for all.

 


EFFAT Stands With Fast-Food Workers!

12 November 2019
PRESS RELEASE

EFFAT stands with fast food workers striking for fair wages & decent conditions

Tuesday 12 November 2019 marks an international day of action for fast food workers’ rights. Across the EU and the USA, fast food workers are demanding a living wage, decent working conditions and their right to join a union – and EFFAT stands in solidarity with all of them.

In the UK, workers from several unions – including EFFAT affiliates BFAWU and Unite the Union – as well as War On Want came out in support of the #McStrike movement pushing for respect for workers’ rights and an end to poverty pay. Beginning in 2017, these strikes have now spread throughout the hospitality sector in the UK and are calling for £15 per hour. In London, striking workers were joined by prominent Labour Party politicians including Shadow Chancellor John McDonnell MP and Brexit Spokesperson Sir Keir Starmer MP.

In Belgium, EFFAT affiliates FGTB Horval and FNV have been protesting in line with their ‘Fight for € 14’ campaign – inspired by the ‘Fight for $ 15’ movement which began in the fast food sector in the USA. ‘Fight for € 14′ is calling for a gross minimum wage of € 14 per hour, or € 2,300 gross per month.

In Germany, NGG has organised protests across the country, including in Hamburg and Kassel, to coincide with this international day of action and as part of the Fight for 12 campaign, which is demanding a salary increase to 12 € per hour and renewed collective agreements in the fast food industry - where current agreements are due to expire at the end of 2019.

And in Spain, Servicios CCOO have been out in force under the slogan ‘Fast and Precarious’ calling for an end to the precarious work which characterises the fast food sector in particular.

Last week, at EFFAT’s 5th Congress in Zagreb, EFFAT and the International Union of Food, Agricultural, Hotel, Restaurant, Catering, Tobacco and Allied Workers’ Associations (IUF) staged a mass photo action featuring all 350+ Congress participants to show its solidarity with fast food workers across the world demanding fair wages, decent conditions and union rights.

Today, EFFAT reiterates its commitment to ensuring a sustainable food supply chain with fair pay and decent working conditions for fast food workers and all workers that contribute to bringing food to our table. Together we must end the scandal of in-work poverty and precarious work in the global fast food sector and beyond.

Follow events and join in the conversation using:

#FastFoodGlobal
#Fightfor15
#FastAndPrecarious
#Fightfor14
#McStrike
#SpoonStrike
#AllEyesonTGIs


Solidarity action Earth Strike 20th of September

At our Conference in June, delegates passed a motion to support the call for a General Strike for Climate. All BFAWU workplaces are encouraged to support the day of action in whichever way they can. We fully support the global student strikes that have been taking place across the world. .

The Climate Crisis needs to be tackled now and we need to be prepared to take all action necessary to protect our planet. We cannot continue to leave it to future generations. There are no jobs on a dead planet. We all live under the same sun; walk under the same moon; breathe the same air. Our life, and those of future generations, are reliant on us to do the right thing.The question isn’t "What happens if I join the action?"; the question is "wWat happens if I don’t?"

  • Join local rallies – see the UKSCN website 
  • Link up with other unions in your local area, such as through your trades councils.
  • Organise something in the lunch break outside your workplace – be visible and take photos.
  • Start discussions with members on climate change and why it’s an issue for workers.
  • Ask your employer to declare a climate emergency.

Support the action and stand up for Humanity and all life on Earth.

https://www.facebook.com/events/443979579726322/?ti=icl

Further information  https://www.earth-strike.com/

 




BFAWU Statement on Labour Commitment to Tackle Workplace Heat

The BFAWU welcomes today’s announcement by the Labour Party on tackling heat in the workplace. For many years, our Union has been at the forefront and has indeed made calls to businesses, politicians, the Health and Safety Executive as well as the TUC to support measures that protect employees from extreme workplace heat. Our ‘Cool It’ campaign has been asking for reasonable measures to be introduced to protect workers since 2010 and today’s announcement is a step in the right direction to ensuring all workers in hot environments are not left unprotected.

The business lobby has resisted any introduction of even the most minor changes, constantly undermining our ability to bring about the changes we require for a more comfortable working environment. They have knowingly, and willingly put profit before the safety of human beings. The fact that so many of our workplaces record temperatures in excess of forty degrees shows that without legislation, employers will simply not deal with this issue. We expect all employers who are happy to sit in air-conditioned offices with free and easy access to cold drinks, to ensure (as a bare minimum) additional breaks, free drinks and an alteration to the dress code, as well as providing means of reducing the temperature in all areas of the workplace.

Let’s hope that Labour’s commitment to workplace temperature is just the tip of the ‘Cool It!’ iceberg.

Click here for a previous article that includes a link to a Trade Union Rep's guide to heat in the workplace.

Ian Hodson (National President)


BFAWU Statement on Brexit

On July 8th 2019, a number of Labour Party affiliated Trade Unions outlined their position on Brexit, so we would like to take this opportunity to clarify ours.

Although the BFAWU preferred the focus to be on addressing the real issues that face workers in Tory Britain, rather than be distracted by a referendum on the UK's membership of the European Union back in 2016, we supported and made the case for a Socialist-based Brexit.

At our recent Annual Conference, we re-confirmed our support to leave the EU and to oppose a second referendum. Instead, we support the call for a General Election, so that we can deal with the social issues such as homelessness, low pay, job insecurity, the scaling back of our public services and other serious matters that have been conveniently kicked into the long grass as a result of the endless toing, froing and political games played by our so-called representatives in Westminster, along with a poisonous mainstream media, who continue to misrepresent the reasons why so many people in this country are suffering.

We believe that the Government should guarantee the right to remain for all EU citizens that are living in the UK without delay, and ensure that they are able to take full part in our democratic processes, including the right to vote.

As far as the BFAWU are concerned, people living and working here from other countries are not responsible for the ills of society, or the race to the bottom in relation to basic rights in the workplace. These problems are created by politicians and a rampant corporatocracy, who believe that working people in the UK are nothing more than resources, whose labour is exploited in order to prop up the lifestyles of a wealthy elite.

We had the referendum in 2016 and the decision was made. The government have had three years to get on with it and have failed. The only referendum on the table now, should be in relation to who replaces it.

Ian Hodson (BFAWU National President)



Support the Climate Strike!

The BFAWU urges its members to get involved, if you want a planet fit for your children and Grandchildren we need to take action now.

The last few months and weeks have been amazing. The global movement of school climate strikes and the inspiring actions of Extinction Rebellion have shifted the debate on climate change injecting a new urgency.

The first success of this growing movement has been to force the UK parliament to declare a Climate Emergency. Now we need the action to match the words.

Greta Thunberg has called for a general strike urging others join student striking for climate action. Many trade unionists across the trade union movement have been inspired by the action taken in the last few months by young people determined to defend their future. Now, as trade unionists, let’s stand in solidarity and add our voice to the call for climate action.

Let’s start by building solidarity with the school climate strike on May 24th. Can you...

  • Bring your trade union banner on the Youth Strike 4 Climate protest on Friday 24 May at 11am in Parliament Square in London? Can you get to local demonstrations across Britain (list here)?
  • Take a solidarity photo in your work place with the signs above, showing trade unions stand with students and tweet it? Use hashtags #GlobalStrike4Climate and #TradeUnions4Climate
  • Organise a trade union meeting on the day to discuss the Climate Emergency and what your union is doing to respond?
  • Pass a motion of solidarity in your union/branch? [download Word doc]
  • Share with us at CACC trade union group and others ideas about what we can do to stand in solidarity students in solidarity?

Pledges of practical action might include:

  • Joining or supporting a local action against a climate-damaging project such as airport expansion, fracking or coal mining and many others 
  • A demand to employer(s) to green the workplace (ITUC day of action 26 June
  • Taking climate jobs or Green New Deal motions to your branch, trades council, CLP

Let’s mobilise across the whole of the trade union movement- to put a million climate jobs and a national climate service to deliver a Green New Deal at the heart of the urgent action we need to tackle the climate emergency. 

National Facebook event - invite your friends

Download A3 signs (white background / blue background)

Read more:

National Education Union votes to stand in solidarity with youth strikers

Teachers call for a just transition, for climate change to be integrated into the curriculum, and to oppose reprisals for strikers. 

Members of UCU pledge solidarity with youth strikes

NEC and members across universities and colleges pledge support

Date: 

Friday, May 24, 2019 - 11:00 to 14:00

https://www.cacctu.org.uk/solidarity_student_strikes

https://ukscn.org/ys4c-where

https://www.facebook.com/events/2029171917379064/

film from 15 March strike

https://www.youtube.com/watch?v=GlUpz3T8jAc

Ian Hodson

National President

Bakers’, Food & Allied Workers Union

Stanborough House

Great North Rd.

Stanborough

Welwyn Garden City

Hertfordshire

AL8 7TA

07739326010

01707260150

Twitter: @ianbfawu


How Sheffield and the BFAWU are leading the fight to organise young workers

Never underestimate what resolve strength and character working-class people can muster when they are staring adversity in the face, writes RONNIE DRAPER 

 

It is the city that he refers to when he talks about the lads working down at the docks, who used to have to stand there in gale force winds and rasping rain whipping in from the Mersey, huddled round waiting to be selected for casual work from the so called PEN.

This ignominy of workers, huddling together, trying to keep warm while hoping the gaffer would offer you a break, and give you a shift, was replicated across hundreds of workplaces across the country, indeed the baking industry was one of the worst.

If your face fitted you got picked, if not you were told to try again tomorrow. Your future in the choice of a manager whose finger decided whether it would be your kids’ turn to have full bellies at school this week.

I thought we’d made some progress, that things had moved on for the better, but the reintroduction of zero-hours contracts from the 1970s put paid to those hopes.

It was an era where economic equality coincided with strong trade unions, unions like that of those dock workers ready to join together and take action for improved terms and conditions.

It was 1974 when McDonald’s branched out into the UK, welcomed with open arms by Margaret Thatcher as she opened their Finchley HQ in 1983 — coincidentally the year she was making plans to take on the mine workers’ union the NUM. She saw the McDonald’s blueprint as the future employment for the masses.

Since Finchley opened its doors in 1983 we have seen a decline in trade union membership running in line with a huge increase in low paid and insecure work.

So as general secretary of the Bakers, Food and Allied Workers Union (BFAWU) I have been proud to stand shoulder to shoulder with our brave members on picket lines across the country outside McDonald’s and Wetherspoon, young angry trade unionists ready to stand up and fight against these global giants, just like those dockers in Liverpool did to rid themselves of casualisation and low pay.

These courageous, mostly young, low-paid members stood up and took strike action in McDonald’s for the first time in September 2017 and since then we have seen the strike spread like a pebble in a pond to more stores and more cities.

They were joined in October last year by workers from other unions, from Unite the Union, the TGI workers, from the IWGB and IWW workers from Ubereats and Deliveroo, who joined the shut down of a part of the fast food industry. Before these workers took this courageous action it was thought impossible to organise fast food workers into a coordinated group eager to fight back, but they proved the theory wrong.

Working-class people will always find a way. Never underestimate what resolve, strength and character working-class people can muster when they are staring adversity in the face.

Our members have made some very basic demands:

  1. A living wage of £10 an hour at least.
  2. Union recognition and the right to bargain with the employer.
  3. Equal pay regardless of age.
  4. An end to zero-hours contracts.

And they are winning.

  1. McDonald’s partly backed down on zero hours, offering fixed-hour contracts, although there is still work to do.
  2. McDonald’s offered a pay increase of 6.7 per cent.
  3. Wetherspoon abolished youth rates for under-21s.
  4. Increased pay significantly at all striking pubs (a lesson for others).
  5. They’ve sacked bullying bosses, increased notice for shifts, won their holiday entitlements, exposed sexual harassment and much more.

The lesson is simple – trade union organised workplaces are stronger and gain more improvements.

I couldn’t be prouder of our members, they are a shining example to everyone who feels oppressed in the workplace, but I’m also very proud of our movement, which has rallied behind them, a movement that made sure they were not starved into submission.

Support came rushing in from other unions like RMT, Unite, Aslef, NEU and many others, support came from Labour Party branches and constituency Labour parties, and I am particularly grateful to trades councils, who offered support and solidarity from the off.

A great example of this is Sheffield Trades Council who, I’m proud to say, have joined us in building a historic partnership and I applaud them for their vision.

Traditionally trades councils have been a place where union branches from across the spectrum of our movement send delegates to discuss how workers from different unions and different industries can work together for the common good.

They personify collectivity, the idea that whether you work in a call centre or a fast food joint, whether you’re a homecare worker or a steel worker, we have more in common than what divides us.

Our movement is stronger when we work together. It’s time to end the rivalry between unions and build a union movement that puts the needs of workers first, capable of challenging the most inscrutable employer or the most reactionary government.

Strong collective organising and stronger resolve can achieve astounding results.

So I’d like to say to union branches and trades councils – join us, in the TUC year of the young worker, do what Sheffield has done, hire an organiser. Let’s go and talk to young workers, let’s build a movement, a movement that can abolish the destructive practice of zero hours, that can deliver a wage of at least £10 an hour for all and install dignity and pride back into our workplaces and communities.

 

General Secretary of Bakers, Food and Allied Workers Union, Ronnie Draper


However you do it Let’s talk about Mental Ill Health

 

RESOURCES: STRESS AND MENTAL ILL HEALTH IN THE WORKPLACE

 

Challenging stress Work related stress and mental ill health are major work safety and health issues. These resources, produced by Hazards Campaign, are intended to assist trade unions in negotiating a comprehensive policy and strategy on mental health which includes a strategy for preventing work related stress and mental ill health, supporting individuals at work with mental ill health and providing a positive mental health work environment.

Hazards Magazine resources: http://www.hazards.org/stress/            

An update from Time to Change


However you do it Let’s talk about Mental ill health

 

Time to Talk Campaign

The Time to Talk Campaign is aiming to raise the issue of mental ill health at your workplace. We need to encourage employers and employees alike to understand the burden placed on individuals when we fail to ensure that we have robust measures in place. If your employer doesn’t think that this is a real concern, then they should check some of the statistics relating to the cost of failing to deal with mental ill health. Speak to your employer and ask them to look at the impact on their business they can find this information at the links we have forwarded in our toolkit.

Let’s make 2019 the year we deal with the growing issue of Mental Ill Health in our workplaces. It’s time to end the stigma and end the discrimination around mental ill health. The following is designed to assist Safety representatives to ensure we tackle what has become one of the biggest issues facing workers today. The National Safety Committee believe we need to take this issue seriously and we would encourage all our branches to take part in the campaign.

What needs to happen?

Strategy for prevention of work related Mental ill health.

High level commitment to challenging the stigma that surrounds mental health issues. This requires senior management to commit and provide the resources.

A stress management policy. That includes setting up a stress steering group to co-ordinate stress risk assessments. Using management stress standardshttp://www.hse.gov.uk/stress/standards/

A recruitment policy that does not discriminate against those with mental health conditions. The company with nothing to fear will welcome the opportunity to ensure it operates a fair recruitment policy.

A review of sickness absence policies to ensure they do not discriminate against those with mental health conditions. Negotiation of disability passport. Flexible working to support individual needs.

Early access to occupational health services.

Training all staff on mental health (jointly with the BFAWU).

As line managers are expected to deal with workers attendance then it’s essential they have been trained to be aware of issues relating to mental ill health.

The provision of an Employee Assistance programme. Strong anti-bullying and harassment procedures. 

If there are Mental Health First Aiders, a system of support for them, including regular meetings?

The BFAWU safety reps and stewards clearly must be involved both in working with their employer around mental health and supporting members with mental health problems this will help in removing the fear, stigma or any discrimination.

Why An Employer needs to Take Mental ill Health Seriously

Mental ill health is a major cause of sickness absence. Conversely, presenteeism - where people attend work when they are not well enough, potentially slowing recovery - can also be an issue connected with mental ill health, as employees may be reluctant to acknowledge or seek help for a mental health issue. Sickness absence and presenteeism both have a significant impact on productivity. The Government-sponsored Thriving at Work report estimates that poor mental health costs employers between £33 billion and £42 billion a year, due to absence, presenteeism and staff turnover.

Responsible employers will take an interest in their employees' wellbeing regardless of the business benefits, but an employer that takes active steps to protect and promote the mental health of its employees can potentially see an impact in absence levels, retention and productivity. Employers have a duty to protect and not harm employees to remove risks to both physical and mental health to control and eliminate practices that may harm workers and to make adjustments. Not everyone with severe mental ill health will know the symptoms it is essential that workplace practices don’t harm their employees.

Managers need to understand stress, distress and mental illness, and how to minimise these and offer effective support, irrespective of whether or not the poor mental health is related to organisational factors. The organisational costs of poor employee mental health extend beyond the direct cost of absence related to mental ill health to, for example, raised staff turnover and lower productivity. Poor management leading to decreased wellbeing can also result in less tangible indirect impacts including reduced employee morale, low levels of engagement, employee errors and erosion of trust. Reputational damage may also occur in the event of a high-profile employment tribunal claim, as long-term mental illness is a disability under the Equality Act 2010 (see Disability discrimination and mental ill health).

The Government-sponsored Thriving at Work report estimates that poor mental health costs employers between £33 billion and £42 billion a year, due to absence, presenteeism and staff turnover.

Promoting good mental health and supporting employees who have a mental health problem can boost employee commitment to and engagement with the organisation, and enhance employee retention, productivity and performance levels.

Sickness absence, staff turnover and employee morale

Whether or not employees have a pre-existing mental health condition, it is clear that workplace practices can impact on their mental wellbeing. Poor workplace practices can lead to significant ill health through stress, burnout and poor management. There is a clear    

financial business case for employers to take positive steps to improve workplace

practices. Office for National Statistics data shows that, in 2016, 15.8 million days were lost because of poor mental health (including stress, depression, anxiety and more serious conditions), accounting for 11.5% of all days lost. However, research has also shown that many employees fear ascribing their absence to mental ill health and will actively cite other reasons.

Being off work for long periods with a mental health problem can affect an individual's ability to cope with the demands of work when he or she returns to the workplace. Extended periods of work inactivity can worsen the physical symptoms of some mental health conditions. However, at least 70% of employees who take absence due to mental ill health do return to work and 83% of employers say that they do not regret hiring someone

who develops or has a mental health problem. Good return-to-work policies, put into action, are fundamental for successful return to work (see Action plans).

https://www.xperthr.co.uk/good-practice-manual/managing-mental-health/163121/#action-plans

If employers do not promote good mental health and support employees who have a mental health condition effectively, this can result in increased staff turnover. Employees who are stressed or have a mental illness, and who do not feel supported by their employer, are more likely to consider leaving the organisation. It is often the case that employees' work situation aggravates their mental ill health. As well as considering resigning from the organisation, which could be seen as a natural and healthy reaction to remove themselves from harm, employees with a mental health condition may become disengaged from the organisation if they do not feel supported. If even one employee experiences low morale, this can affect employees within the wider team. Therefore, employers that do not manage mental wellbeing may experience low morale among wider sections of staff.

Lost productivity and "presenteeism"

Lost productivity among employees who continue to work despite having a significant mental health problem is a major component of the total cost of mental ill health at work. Many employees find it difficult to raise the matters that are causing them stress and distress and that can lead to illness, for example a heavy workload, poor work relations, bad management or unclear work roles, because they are fearful of the repercussions.

Many employees with a pre-existing mental health problem prefer not to disclose it to their employer, and continue to work even though their mental health may be impacting on their ability to do their job. The practice of employees continuing to work even though unwell is known as "presenteeism". Employees in professional jobs and on executive grades are particularly prone to attend work when they are unwell mentally because they are concerned about being stigmatised if they are known to have a mental health problem. In addition, some employees may be concerned that their career could suffer if they take time off sick.

Disability discrimination and mental ill health

Disability is a protected characteristic under the Equality Act 2010. For a mental illness to fall within the definition of disability, an employee has to show that he or she has a mental or physical impairment; the impairment affects his or her ability to carry out normal day-to-day activities; the adverse impact of the impairment is substantial; and the adverse impact is long term.

Mental impairment covers a wide spectrum relating to mental functioning, including conditions with symptoms such as anxiety, low mood, panic attacks, phobias or unshared perceptions, in addition to mental illnesses.

The duty to make reasonable adjustments in the case of those coming within the definition of having a disability is a unique feature of disability discrimination law, and a failure to comply with the duty constitutes discrimination under s.21 of the Equality Act 2010, unless the employer lacks relevant knowledge of the employee's disability.

The risk of encountering stigma at work and fear of being discriminated against as a result of having a mental health condition understandably prompts some employees to disguise a problem, attributing their underperformance or absence from work to physical health issues. This makes it hard for people with an illness to receive the support they need in terms of reasonable adjustments and professional help. The onus is on employers to make it possible by exhibiting an explicit and demonstrable zero tolerance approach to stigma, from the top of the organisation. It will then be easier for them to fulfil their legal duties concerning the employment of people with disabilities.

Accidents at work

There is an association between mental ill health and workplace accidents; employees who are stressed, anxious or depressed may find it harder to focus on a task. Employers have a duty of care to manage all potential sources of risk, including those arising from mental ill health.

Corporate governance and reputational risk

Failing to manage employees' mental health can damage an organisation's reputation as an employer, particularly if this results in high-profile legal action, for example an unfair dismissal or discrimination claim. Conversely, positioning the organisation as a mentally healthy workplace through the development of positive management and effective wellbeing strategies can strengthen its reputation as a good employer and its corporate responsibility profile

Further information and resources

Any employer who wants to address mental health issues in the workplace needs to look much wider than MHFA, and that is best done in co-operation with unions.

Public Health England and Business in the Community have produced a toolkit for employers on what they should do. This says a good policy will

include: https://wellbeing.bitc.org.uk/sites/default/files/business_in_the_community_mental_health_toolkit_for_employers.pdf

Samaritans

       

Telephone: 116 123 (24 hours a day, free to call) Email: jo@samaritans.org

Website: www.samaritans.org

Provides confidential, non-judgemental emotional support for people experiencing feelings of distress or despair, including those that could lead to suicide. You can phone, email, write a letter or in most cases talk to someone face to face.

  

Mind Infoline

Telephone: 0300 123 3393 (9am-6pm Monday to Friday) or text 86463 Email:info@mind.org.uk

Website: www.mind.org.uk/information-support/helplines

Mind provides confidential mental health information services.

With support and understanding, Mind enables people to make informed choices. The Infoline gives information on types of mental health problems, where to get help, drug treatments, alternative therapies and advocacy. Mind works in partnership with around 140 local Minds providing local mental health services.

Rethink Mental Illness Advice Line

Telephone: 0300 5000 927 (9.30am - 4pm Monday to Friday) Email: online contact form

Website: http://www.rethink.org/about-us/our-mental-health-advice

Provides expert advice and information to people with mental health problems and those who care for them, as well as giving help to health professionals, employers and staff. Rethink also runs Rethink services and groups across England.

Saneline

Telephone: 0300 304 7000 (4:30pm-10:30pm)

Website: www.sane.org.uk/what_we_do/support/helpline

Saneline is a national mental health helpline providing information and support to people with mental health problems and those who support them.

The Mix

Telephone: 0808 808 4994 (11am-11pm, free to call) Email: Helpline email form

Crisis Support: Text 'THEMIX' to 85258.

Website: www.themix.org.uk/get-support

The Mix provides judgement-free information and support to young people aged 13-25 on a range of issues including mental health problems. Young people can access the Mix's support via phone, email, webchat, peer to peer and counselling services.

ChildLine

Telephone: 0800 1111 Website: www.childline.org.uk

ChildLine is a private and confidential service for children and young people up to the age of nineteen. You can contact a ChildLine counsellor for free about anything - no problem is too big or too small.

Elefriends

                

Website: http://elefriends.org.uk/

Elefriends is a supportive online community where you can be yourself. Elefriends is run

by Mind.

If you're a carer needing support you can contact all of the above as well as Direct

and the Carers Trust, both of whom are able to provide support and advice on any issues affecting you.

What should I do if I'm supporting someone in a crisis?

If the person seems really unwell, and you are worried about their safety, you should encourage them to seek help.

How to support someone in crisis https://www.rethink.org/carers-family-friends/what-you-need-to-know/supporting-someone-with-a-mental-illness/crisis-conflicts

Further reading and resources

Hazards

http://www.hazardscampaign.org.uk/ http://www.hazardscampaign.org.uk/wp-content/uploads/2018/08/safetyrepstoolkit.pdf

TUC

https://www.tuc.org.uk/sites/default/files/Mental_Health_and_Employment.pdf

HSE

http://www.hse.gov.uk/gohomehealthy/stress.htm#utm_source=hse.gov.uk&utm_medium=refferal&utm_campaign=stress&utm_term=ghh-toolkit&utm_content=home-page-news

ACAS

http://m.acas.org.uk/media/pdf/2/p/Mental_health_report_11_Nov_2016.pdfhttp://www.hse.gov.uk/stress/

             

Training Courses Available dates

17 January 20 Course already fully booked

Types of courses

What are Mental Health First Aiders

Mental health first-aiders are trained to recognise the signs of mental ill health and provide initial support, in much the same way that physical first-aiders provide immediate help in response to an injury or physical illness to prevent the condition worsening.

Introducing mental health first-aid provision in the workplace may mean that employees are able to access help at an early stage, to prevent a mental health issue developing or becoming more serious. It can also promote a workplace culture where people who experience ongoing mental ill health feel supported and able to continue working, or to return to work successfully after periods of absence. Further

information https://www.unionlearn.org.uk/MHFA-training

You can find out about the many courses offered by the GFTU at the following website,

http://www.gftu.org.uk/

  

Northern College25 January

Fox's Kirkham Min 15 Max 20 Bookings via John Fox

28 Feb No,4 Region Min 15 Max 20

TBC Warburtons Enfield Min 15 Max 20 Booking via Project Worker