Links to University resources for well-being
This page gives an overview of mental well-being. The University has a wide range of excellent resources to help individuals manage mental health problems, as well as resources for managers and teams to help support each other. See also their section on General Health & Wellbeing.
In this section you will find information about the prevention and management of work-related stress.
Effective stress prevention should be part of your usual workplace behaviour. It is important that you:
- Look after your well-being
- Look after yourself at work e.g. take sufficient breaks during the working day, use your annual leave entitlement and communicate any problems early
- Make use of the training available through the University to ensure you have all the skills you need to help you fulfil your role e.g. computer skills, personal development, etc.
- Don't let stress build up. Speak to your line manager or supervisor at an early stage if you feel that you are starting to be adversely affected by stress. If you feel you are becoming unwell speak to your General Practitioner.
Information and resources for employees and their managers and sources of support available both within and outside the University.
Confidential counselling is available for University employees experiencing work-attributable problems. Individuals may refer themselves or, with their consent, be referred by their manager or HR Manager to the Occupational Health Service.
This series of workshops provides people with some of the core skills for managing both themselves - including time and workload management - and managing relationships with colleagues. The workshops are particularly aimed at and relevant for support staff, staff supervisors and first line managers.
Time management covers a range of valuable skills that help us to make informed decisions about how we organise ourselves, our resources and therefore our activities, both at work and at home.
Mental ill health is very common, with 1 in 4 of us experiencing a period of mental ill health in the course of our lifetime. It is therefore essential that managers become confident in supporting staff with mental health issues.
There are some suggestions to get you started.
The University of Oxford OHS covers the work carried out by University staff, postgraduate students, and (under contract) certain associated units and external organisations.
The OHS advise on all matters concerning the effects of work on health, and the effects of health on work. They work, to the benefit of both employer and employee, to prevent work-related ill-health by:
- advising on the control of potential health risks at work,
- detecting occupational disease at an early stage, and
- advising on ill-health (work-related or unrelated to work) in the workplace.
University managers sometimes need medical advice to assist in the management of an employee. Common areas of advice include: fitness for work, workplace hazards and risks, fitness to return to work after illness or injury, consideration of ill-health retirement, advice on sickness absence including planning the return to work, whether an illness may be caused or made worse by work, or whether a decline in work performance could be caused, in whole or in part, by ill-health. Occupational Health referrals are often complex and this guide provides advice on making an effective referral.
Links to guidance about online safety and security:
This policy provides a framework for the management of information security throughout the University.
The objectives of the Information Security Policy are to ensure that the confidentiality, integrity and availability of information in the Faculty of Law are preserved. Law Faculty Information Security Policy.
These guidelines outline the standards the University expects its staff members (including visitors and contractors) to observe when using social media or engaging in any form of online interaction, whilst directly or indirectly associated with the University.
Links to guidance on harassment:
A person subjects another to harassment where s/he engages in unwanted and unwarranted conduct which has the purpose or effect of:
- violating another person’s dignity, or
- creating an intimidating, hostile, degrading, humiliating or offensive environment for another person
The recipient does not need to have explicitly stated that the behaviour was unwanted.
Online abuse covers a wide range of behaviours and technologies. Abuse happens when someone acts in a way that causes harm and distress to others.
Any member of staff wishing to find out about eyesight testing for VDU work should refer to the Factsheet for Administrative Staff here.