Health and wellbeing at work
As part of the department's commitment to supporting staff health and wellbeing, this page provides information to help staff manage their wellbeing and implement a staff health and wellbeing program at their workplace. There are a number of tools, resources and information sources provided to assist you.
Planning a staff wellbeing program
Staff wellbeing programs have contributed to reduced absenteeism, increased morale, enhanced team and social work relationships and improved physical and mental health.
The planning process includes the following step:
- Management commitment—gain support from your principal/manager.
- Wellbeing planning—form a committee.
- Needs assessment—gather information about your staff and workplace.
- Action plan—plan your program.
- Evaluation—check that your program worked.
Wellbeing dimensions are different aspects or elements of wellbeing. When planning a wellbeing program, consider strategies to address different dimensions. The 5 dimensions are:
- Physical wellbeing
- Psychological wellbeing
- Social and community engagement
- Occupational wellbeing
- Financial wellbeing.
Wellbeing programs do not need to be costly. Programs often work most successfully when you use the skills and interests of staff members and make connections with local community people, organisations, resources and programs. It is recommended that wellbeing activities are selected based on staff and workplace needs.
The staff intranet (OnePortal) contains comprehensive information and a step-by-step guide to help staff plan an effective wellbeing program for their workplace. Search for ‘staff wellbeing’ on OnePortal for more information.
Other staff wellbeing resources
The department has a comprehensive Staff wellbeing framework that includes multiple initiatives, information resources and interactive training modules.
Our aim is to empower staff to adopt healthy behaviours and help create work environments that support health and wellbeing.
Regional Wellbeing Coordinators
Seven Regional Wellbeing Coordinators (RWCs) provide support and assistance to schools in implementing staff wellbeing initiatives.
The RWCs utilise best practice approaches including the 5-step process in the Staff wellbeing planning guide and Staff wellbeing framework, to assist schools within their region to plan, implement and evaluate staff health and wellbeing initiatives to improve the health and wellbeing of staff.
To find out more, search ‘Regional Wellbeing Coordinators’ on OnePortal.
Principal Health and Wellbeing Strategy
The department made a commitment to develop a strategy for improving mental and physical health and wellbeing outcomes for all Queensland state school principals and leaders.
The Principal Health and Wellbeing Strategy, launched by The Honourable Grace Grace MP in June 2020, delivers initiatives that focus on assisting principals with the practicalities and complexities associated with leading and managing a school. It is an incremental strategy that is evolving in response to the dynamic nature of the school environment and consistent with the progressive nature of wellbeing.
The 2020–21 and 2021–22 action plans identify a range of initiatives across the department that aim to deliver a balanced wellbeing model under the key pillars:
Optimise time to lead
Safe and respectful workplace
The 2021–22 Action Plan is now available.
For more information, please email
PrincipalWellbeing.HR@qed.qld.gov.au. Principals can sign up to receive a bi-monthly e-newsletter (search 'Principal health and wellbeing strategy' on OnePortal).
Occupational violence and aggression prevention strategy
In October 2021, Minister for Education Grace Grace MP launched the Department of Education's occupational violence and aggression prevention strategy in response to increasing prevalence of occupational violence and aggression in state schools and departmental workplaces.
The strategy is designed to be incremental in its approach, delivering targeted initiatives through its action plan 2021/23 that focus on the prevention of occupational violence and aggression across all department workplaces.