3.3.7
Mental Health and Well-being Support for Staff Policy
The University of Thessaly (UTh) affirms that the mental health and well-being of its staff—academic, administrative, technical, and support—is essential to fulfilling its educational, research, and service mission. This policy establishes a comprehensive, inclusive, and sustainable framework for providing staff access to mental health and well-being support, preventive services, and well-being initiatives across all campuses.
Scope and Principles
This policy applies to all staff members employed by the University of Thessaly, regardless of employment type or location. It is founded on the following guiding principles:
Equity and Inclusion: All staff should have equal access to mental health resources and support, regardless of role, status, or campus.
Confidentiality and Trust: Services must respect privacy, maintain confidentiality, and adhere to professional ethics.
Prevention and Early Intervention: Emphasis on proactive programs to prevent burnout, stress, and mental health challenges before they escalate.
Integration and Coordination: Mental health support is integrated with human resources, occupational health, and staff welfare units.
Continuous Learning and Improvement: Programs are evidence-based, evaluated regularly, and adapted in response to staff feedback and data.
Services and Initiatives
Counseling & Psychosocial Support: The University, in collaboration with or via its counseling center (e.g., the Center for Student Counselling and Psychological Support -KESYPSYS framework for students), sets up dedicated services for staff—offering individual counseling, group support, crisis intervention, stress-management, and referral to specialized care when needed.
The University is committed to the enhancement of the Occupational Physician’s role, ensuring the continuous monitoring and promotion of occupational health and safety for all staff and students.
Awareness, Training & Workshops: Regular seminars, webinars, and workshops for staff on mental health topics such as resilience, stress, work–life balance, burnout prevention, mindfulness, and emotional well-being.
Peer Support & Mentoring Networks: Establish trained peer supporters or staff mental health ambassadors who can provide initial listening, referral guidance, and help reduce stigma.
Digital Health Tools & Self-Help Resources: Provide access to online resources, mental health apps, self-help modules, assessments and guides for self-care, particularly for staff in remote campuses or with flexible schedules.
Manager/Leadership Training: Equip supervisors, department heads, and managers with training to recognize signs of distress among staff, respond appropriately, and refer to support services.
Workplace Adjustments & Flexible Arrangements: Develop policies for flexible work options, reasonable accommodations, leave for mental health reasons, and adjustments in duties (where feasible) as part of a supportive approach.
Referral Network & External Partnerships: Maintain a directory of external mental health providers, public health services, employee assistance programs (EAPs), or contracted professionals for cases requiring specialized care.
Monitoring, Feedback & Evaluation: Collect anonymized data (utilization rates, satisfaction, needs assessment) and conduct periodic evaluations of program effectiveness. Use results to adjust resources and services.
Governance & Responsibilities
The Rector shall oversee policy implementation, funding, and strategic coordination.
The Office of Human Resources works with counseling services, occupational health, and staff welfare units to operate the program.
Department heads and supervisors are responsible for promoting awareness, supporting staff referrals, and facilitating access.
Staff are encouraged to participate in program design, feedback, and peer support roles.
Resource Allocation & Funding
The University allocates an annual budget to support staff mental health: staffing (counselors or contracted services), training, digital platforms, outreach, and facilities. Additional funding may come from government or EU wellness grants or internal reserves.
Review & Revision
This policy is reviewed every two (2) years or sooner if staff feedback, usage data, or legislative changes indicate the need for revision. Updates will ensure alignment with best practices, legal obligations, and evolving staff needs.
Through this policy, the University of Thessaly reaffirms its commitment to a humane, supportive, and healthy working environment, recognizing that caring for staff mental well-being is inseparable from academic excellence, institutional sustainability, and social responsibility.