Create a Wellness Action Plan (WAP)

A Wellness Action Plan (WAP) is a simple, practical tool that helps managers and staff agree together what support works best. It’s not a formal HR document – it’s a personal plan to help someone stay well at work and to know what to do if they’re struggling.

WAPs are useful for everyone, whether or not they’ve experienced a mental health difficulty before. They can:

• open up a conversation about mental health and wellbeing
• help managers understand what support will make the biggest difference
• give staff more control over their wellbeing at work
• build trust and confidence on both sides

Creating a culture where WAPs are normal shows your organisation is serious about mental health and staff wellbeing.

What can a WAP include?

A WAP usually covers:

• Early warning signs – things a manager might notice if someone is starting to struggle
• Wellbeing strategies – what helps the staff member stay well day to day
• Reasonable adjustments – changes that could make their role more manageable
• Crisis planning – what to do and who to contact if the person becomes very unwell

WAPs can also be adapted for home or hybrid working, so that staff and managers are clear on what support looks like outside the office.

When to use a WAP

A WAP can be started at any time, but it’s especially useful when:

• a staff member joins your team (as part of induction)
• during one-to-one or appraisal meetings
• when someone has returned after sickness absence
• if a staff member asks for extra support with their mental health
• when introducing flexible or hybrid working arrangements

Templates and resources

We’ve brought together some trusted templates you can use:

Our #MindWellMOT checklist and Self-care goal-setter resources can be used together with an WAP. They are a great way for individuals to look at their personal wellness needs and build in time each week for self-care and activities that help to support their wellbeing.

Tips for managers

• Introduce WAPs as a supportive tool, not as part of performance management.
• Make sure the conversation is two-way – listen as much as you talk.
• Keep the plan confidential and agree who it will be shared with.
• Review it regularly together, especially if circumstances change.
• Use it alongside other tools like reasonable adjustments, EAPs, or Occupational Health if needed.