IBP - IBP

Documents
Health and Wellbeing Award Framework Health and Wellbeing Award Leaflet Health and Wellbeing Award summary table

Southampton City Primary Care Trust
“Southampton City Primary Care Trust recognises the growing need for workplaces to promote the benefits of health and wellbeing at work. In response we have developed a strategy and engagement plan focused on embedding health promotion which is not only cost effective but enables staff to live a healthier lifestyle. This, in turn, has created a less stressful working environment, a more motivated workforce and a reduction in absenteeism.” Sally Moir HR Business Support

Southampton City Primary Care Trust

“Southampton City Primary Care Trust recognises the growing need for workplaces to promote the benefits of health and wellbeing at work. In response we have developed a strategy and engagement plan focused on embedding health promotion which is not only cost effective but enables staff to live a healthier lifestyle.

This, in turn, has created a less stressful working environment, a more motivated workforce and a reduction in absenteeism.”

Sally Moir
HR Business Support

White Lodge Centre
“White Lodge Centre aims to maintain and promote the health, safety and wellbeing of employees. By adopting this strategy, fully supported by our managers, our employees benefit by understanding their roles, responsibilities and how they contribute to our success. They also receive the necessary training and information, are given opportunities to develop, receive regular supervision and work in a supportive and safe environment where concerns are addressed early. “We would strongly recommend having a health and wellbeing strategy. Ours has provided us with the above benefits for all and resulted in a successful service for our customers and low levels of staff turnover and sickness." Cindy Barnes Quality Assurance Manager

White Lodge Centre

“White Lodge Centre aims to maintain and promote the health, safety and wellbeing of employees. By adopting this strategy, fully supported by our managers, our employees benefit by understanding their roles, responsibilities and how they contribute to our success. They also receive the necessary training and information, are given opportunities to develop, receive regular supervision and work in a supportive and safe environment where concerns are addressed early.

“We would strongly recommend having a health and wellbeing strategy. Ours has provided us with the above benefits for all and resulted in a successful service for our customers and low levels of staff turnover and sickness."

Cindy Barnes
Quality Assurance Manager

In today’s climate there’s increased pressure on employees to meet goals and manage more demanding workloads. Many employers are realising that effective health and wellbeing programmes are key to delivering the flexibility they need for continued innovation and growth. In this context, Investors in People is introducing the new Health and Wellbeing Good Practice Award to help you get sustained performance from your people.

What are the business benefits?

Improving	Reducing
employee engagement	absence rates
ideas and innovation	recruitment costs
morale and motivation	agency cover costs
employee and talent retention	health insurance costs
quality	litigation costs
loyalty and advocacy	productivity

How does it work?

This new Award follows the same tried and tested formula as the Investors in People Standard. It is flexible and easy to use. The Award is outcome focused, outlining what you need to achieve, but never prescribing how.

The Award contains 10 indicators and 50 evidence requirements. 12 of the evidence requirements have been taken from the Investors in People Standard and 3 from the wider framework. The Award also includes 35 new evidence requirements that have been identified as important to organisations who want to address health and wellbeing.

Like Investors in People, recognition of the Award lasts a maximum three years from the original assessment date. You can choose to do the Award as a standalone activity, alongside your Investors in People assessment or as a post-recognition activity. The choice is yours!