Digital Handbook

Making It Happen

Optional ideas informed by the EuroPris Staff Wellbeing Expert Group to help you explore the topic further and adapt approaches to your own prison service.

• Apply attendance and wellbeing policies consistently to promote fairness and clarity (e.g. using standard criteria and sharing simple policy summaries in team briefings).

• Use stress risk assessments proactively to identify pressures early (e.g. completing assessments when stress indicators or repeated absences arise).

• Introduce scheduled review points to monitor recovery, workload and support needs (e.g. planning formal check‑ins during and after periods of absence).

• Set clear ‘line‑in‑the‑sand’ moments when attendance becomes unsatisfactory (e.g. reviewing cases formally when trigger points or thresholds are reached).

• Discuss attributing factors openly to understand what is driving absence (e.g. exploring workload, health issues, workplace conditions or personal pressures).

• Develop tailored action plans to support improvement and prevent recurrence (e.g. agreeing practical steps, supports, timelines and follow‑up reviews).

• Carry out high‑quality return‑to‑work conversations to support reintegration (e.g. exploring the cause of absence, identifying adjustments and agreeing next steps).

• Use phased returns to support safe and sustainable reintegration to work (e.g. gradually increasing hours, duties or responsibilities over time).

• Support employees with disabilities through timely and effective reasonable adjustments (e.g. adapting duties, equipment or shifts based on Occupational Health advice).

• Apply capability processes in a fair, supportive and person‑centred way (e.g. offering coaching, adjustments or training before moving to formal stages).

• Manage ill‑health retirement discussions sensitively and transparently (e.g. clearly outlining criteria, evidence requirements and alternative options).

• Provide comprehensive support following workplace injury or assault (e.g. enabling immediate medical care, trauma support and follow‑up wellbeing reviews).

• Ensure medical‑related redeployment decisions are fair and based on objective assessment (e.g. exploring suitable alternative duties informed by risk and capability).

• Engage early with third‑party services to strengthen support and decision‑making (e.g. using Occupational Health, Empluyee Assistant Programme (EAP), physiotherapy or immunisation programmes promptly).