> Well-being

Employee well-being creates an environment to promote a state of contentment which allows an employee to flourish and achieve their full potential for the benefit of themselves and their organisation.

– Chartered Institute of Personnel and Development, 2015


It can also be seen as “that part of an employee’s overall well-being that they perceive to be determined primarily by work and can be influenced by workplace interventions”

– Juniper et al, 2011

Over the next five years we will develop and implement a Well-being Strategy, enabling us to:

Provide robust, fit for purpose Occupational Health policies/procedures

Having excellent occupational health (OH) procedures, initiatives and providers is crucial to maintaining the efficient running of the Service, a healthy workforce and monitoring the health and well-being of our employees. Through monthly contract management of our provider, and various occupational health and well-being initiatives we are always looking for ways to improve OH services and the health and well-being of our employees.


Examples of what we are doing include:

Help our staff to plan their finances

Cultural changes to society mean that alongside the normal financial pressures one may face, increasingly, some older employees may find themselves under financial pressures sandwiched between caring for elderly relatives and financing children.

Good financial planning is key to securing improved health and well-being. In the past, financial planning was only available to those in their final years with the Service. We are committed to ensuring our people have the support they need to plan their finances in the medium-long term, attuned to modern issues, helping them plan for the future.


Examples of what we are doing include:

Periodically survey the welfare of our staff

We will look for a variety of initiatives to promote the well-being of all employees.  We will periodically survey our staff to capture the level of well-being across the Service and look for new initiatives to continually improve on the outcomes. We also will closely analyse statistics to ensure we can identify any problems early and address them quickly.


Examples of what we are doing include:

Support employees who may have to care for young, disabled, sick or elderly relatives

One in 10 people are now carers and getting the work/life balance right is increasingly difficult in the modern world we live in. Demands from our home lives, weighed up against our work commitments can become stressful if employers don’t consider and support the people facing these challenges. This can lead to demotivated and unproductive people.

We are committed to supporting our employees, as much as possible, ensuring they are well equipped to deal with such issues should they arise.


Examples of what we are doing include:

Develop policies to mitigate and manage mental ill-health and workplace stress

One in four people will suffer from mental health issues at some point in their lives. The total number of working days lost due to stress, depression or anxiety in the UK was 11.3 million in 2013/14 (Source HSE) and nearly 40 percent of work-related illness is stress related.

Taking proactive action to avoid our people suffering from mental health illness, and being prepared to help should we need to, is crucial to securing the health and well-being of our people. This is why we take this matter so seriously and provide a range of policies, procedures, guidance and information to provide this vital support for our employees.


Examples of what we are doing include:

Develop our fitness and nutrition procedures, to support the health and well-being of all our staff

It’s the little things you do each day that keep you fit and healthy. Getting the right balance of nutrition and exercise will help you to feel and look better, reduce your chances of ill health, live longer, improve the quality of your sleep and be more productive at work. We are committed to promoting healthy and active lifestyles and setting an excellent example to others.


Examples of what we are doing include:

Support an ageing operational workforce

Changes to the Firefighter Pensions Regulations and the fact that we are all living for longer, mean that firefighters will be working longer and until they are older. We are committed to harnessing the skills of our older employees and as the profile of the Service changes, we will look for ways to adapt and support employees wherever we can to support their futures and the future of the Service.


Examples of what we are doing include:

Support a good work-life balance

Getting the work-life balance right is really important when considering the well-being of employees, and it is accepted that management will play a key role in achieving this. This is why the Authority is committed to ensuring we have the relevant procedures and guidance in place to manage this aim.


Examples of what we are doing include:

> Well-being latest news

Bucks Fire v Thames Valley Police

Monday 22nd June 2017 saw the return of the annual Bucks Fire v Thames Valley Police charity football match. A community charity event designed to raise much needed funds for the following four charities: The FireFighters Charity Thames Valley Police Benevolent Fund Milton Keynes Dons...

Youth inclusion project hits Aylesbury Fire Station

New health and wellbeing initiative will provide evidence based outcomes. In February the new BFRS scheme which aims to set the format for future youth health and wellbeing related engagement programmes called Embers launched. Building on the success of the successful Buckingham station initiative Team Fire HOSE, the Embers...

Community health and well-being

Buckinghamshire Fire and Rescue Service are increasingly being seen by partners as positive and progressive allies in the drive to improve health and well-being amongst our communities. The Fire Service has created a prevention agenda which has driven down incident numbers successfully over the past decade...

Improving occupational health policies and procedures

Services now offered over 3 sites In the last year we have worked with our Occupational Health provider ensuring services are now available over three sites. Previously employees had to travel to one location to utilise services, with long travel distances for some. The sites in...

BFRS a smoke free zone

As of 1 May 2013, Our organisation became a smoke-free Service. This means that smoking is not tolerated on any of the Fire Authority’s premises (including the fire ground and training venues) by any employees including temporary staff, Fire Authority Members, visitors, contractors and any...

Critical incident stress debriefing (CISD)

By the very nature of the Fire Service’s work personnel are at risk of exposure to potentially distressing events. Physical, emotional and psychological reactions to these events are normal (and not always negative).  On the majority of occasions people will be able to manage their...

Welfare Officer

The Authority employ a Welfare Officer who has a key role in identifying any employee who may need help and assistance. The Welfare Officer maintains a link with employees through any period of difficult circumstances or absence and uses their expertise to advise, signpost relevant...

eLearning stress modules

Stress awareness When we feel stress, we are experiencing the body's reaction to a challenging situation. We have evolved over millennia to meet a challenge, or a threat, by either fighting it or running from it. This reaction is commonly known as the 'fight or flight'...

Blue light programme

The best way to handle an emergency? Stop it happening in the first place. Being in the Fire Service, we know this better than anyone, and it goes for your mental health too. We know that by learning some simple ways to cope better with the stresses...

Employee assistance programme

The PAM Assist employee assistance programme is available 24 hours a day, 365 days a year for all employees and their family members. The advisors are available to offer professional and discreet advice on family matters, debt, relationships, health and benefits and tax credits. The service...

PAM newsletter

Our Occupational Health provider is People Assett Management (PAM) Their role is to provide support to both employees and managers, in an advisory capacity and act as ‘the competent person’ in all health related procedures that the Service adheres to. PAM produce 'Compass' A health and wellbeing...

Develop our fitness and nutrition procedures

New fitness procedure The Authority has published a fitness procedure which sets out the required fitness standards of all operational staff. The procedure also demonstrates a commitment to establishing a positive well-being culture throughout the whole Service.  The procedure encourages support services employees to also be...

Periodically survey the welfare of our staff

Work-life balance and well-being Survey In the autumn of 2014 we carried out a Work-life balance and wellbeing survey to gauge employee opinions and feelings about how being an employee of BMKFA affected their lives as a whole, inside and outside of their working life. The...

Help our staff to plan their finances

Medium term pre-retirement course Following the successful pre-retirement courses that the Service ran in January 2016, we decided to run further courses aimed at staff retiring in the next five to ten years. This course has been provided as a result of feedback received from delegates on...

New fitness equipment on fire stations

The Authority is committed to supporting the health and well-being of all employees by enhancing the fitness facilities on all fire stations. This equipment will put the facilities to keep people fit in the workplace and builds on the equipment already in place. Support services...

Active work place of the year 2016

Buckinghamshire Fire & Rescue Service have won Active Work Place of the Year Award at the Bucks & MK Sports Awards 2016. The Service was recognised, based on the steps we have taken to encourage employees to be more active and impact that this has had on the workplace....

Global Corporate Challenge

The Global Corporate Challenge was an excellent initiative run during the summer of 2015 and 2016 to promote our commitment to improve the health and well-being for all our employees. With a place for everyone in the competition, funded by the Service, the aim was to...

Junior FireFit

What is Junior FireFit? Junior Fire Fit is an innovative Sportivate project which has multiple benefits, combining fire education and the promotion of healthy living and fitness; resulting in a long lasting effect on their outlook and behaviour in their schools and local communities. The afterschool,...

Time management training

The Authority has offered time management training to managers. The aim of this training is to effectively prepare our managers for efficient project management. The learning outcomes for the training are: To realise that most management tasks and changes that you make are projects, and require...