• • Welcome
  • EWWC scheme resource pack
  • About the scheme
  • Why workplace wellbeing matters in pharmacy
  • Who the scheme is for
  • Benefits
  • What the scheme involves
  • Fees
  • How to apply and renew 
  • Criteria and evidence – full requirements
  • Declaration form

Welcome 

Thank you for joining us in championing wellbeing in pharmacy by becoming part of the Embracing a Workplace Wellbeing Culture (EWWC) scheme. Pharmacist Support is proud to recognise your commitment to creating a safe, inclusive and supportive workplace where staff wellbeing is genuinely valued and embedded into everyday practice.

You are now part of a movement to make wellbeing a natural part of working life and embed it throughout recruitment, retention, and employee development. This is a unique opportunity for pharmacy employers and managers to lead the way in workplace wellbeing. The scheme is designed to encourage ongoing development and help create a workplace where wellbeing is embedded into everyday practice, people feel supported to thrive and continuous learning and growth are encouraged.

The scheme is designed to be supportive, proportionate, and achievable for pharmacy employers of all sizes. It is not about being perfect. It is about continuing your commitment, making progress, and putting people first.

EWWC scheme resource pack

Click the button below to download the exclusive pack we have created to support organisations taking part in the scheme. It contains practical guidance, tools and resources to help you embrace a workplace wellbeing culture and support you in meeting the scheme criteria.

Embracing a Workplace Wellbeing Culture Scheme resource pack

About the scheme

The Embracing a Workplace Wellbeing Culture scheme is a self-assessment process, developed specifically for pharmacy employers. It reflects the real pressures facing pharmacy teams and focuses on practical actions that make a meaningful difference to wellbeing at work.

The scheme recognises employers who:

• Prioritise mental health and wellbeing
• Support inclusive and respectful workplace cultures
• Enable healthy work–life balance
• Actively signpost to support and reduce stigma

Why workplace wellbeing matters in pharmacy

Our 2024 Workforce Wellbeing Survey shows that wellbeing challenges across pharmacy remain significant:

• 87% of the pharmacy workforce is at high risk of burnout
• 35% report their mental health as poor or very poor
• 61% have considered leaving their role or the profession due to work-related pressures
• 41% say their mental health is rarely or never prioritised in their workplace

These findings underline the vital role employers play in creating cultures where people feel supported, valued and able to thrive.

Who the scheme is for

The scheme is open to all pharmacy employers, including:

• Independent pharmacies
• Small and medium pharmacy organisations
• Large employers and multiples

Benefits

Workplaces perform better when wellbeing is embedded into the everyday work environment.

By signing up to this scheme, employers will:

• Gain access to pharmacy-specific wellbeing guidance and resources
• Receive formal recognition as a pharmacy employer committed to wellbeing
• Receive an Embracing a Workplace Wellbeing Culture employer badge to display across your website, communications and organisational materials.
• Receive 50% off the Embracing a Workplace Wellbeing Culture course for employees (see below)*
• Showcase a commitment to staff wellbeing to current employees, future recruits, partners and patients
• Help build a culture where people feel valued, supported and more connected to your organisation. Demonstrate your commitment to supporting the profession through the work of its independent charity, Pharmacist Support.

*For information on the course click here. To book on the course, make sure to use your exclusive 50 % off link in your resource pack, or email [email protected] for group bookings 

The scheme aims to help employers strengthen staff engagement, improve retention and support managers to lead with confidence and compassion.

In addition to many widely understood benefits of workplace wellbeing, such as improved performance, reduced sickness absence, and higher staff retention, there are several benefits that move a workplace from good to great:

• Employees feel valued, heard, and involved in the organisation’s direction and success.
• Leaders feel able to support employees to thrive, increasing manager and leader satisfaction.
• Employees who feel cared for are more committed and more likely to go above and beyond.
• Being a wellbeing leader supports corporate and social responsibility, showing you’re invested in building a workforce that thrives.

What the scheme involves

This is a trust-based scheme. Once you have signed up, we will provide a pack of pharmacy-specific wellbeing guidance and resources and examples of evidence that can be used to demonstrate the scheme criteria,.  To help ensure fairness and consistency, Pharmacist Support may carry out occasional spot-checks.

Fees

In order to cover administration costs and to help fund our free and confidential services for our pharmacy family, organisations are required to pay a fee to join the scheme and to renew it every second year. Fees are scaled by organisation size to remain accessible and proportionate.

How to apply and renew 

How to join the scheme

Now that you have received your wellbeing support pack, resources and guidance, you can:

1. Review the scheme criteria and identify any areas for development.
2. Complete the self-assessment form and declaration when you are ready.
3. Submit your application for review by Pharmacist Support.

If your application meets the scheme criteria, you will receive your Embracing a Workplace Wellbeing Culture employer badge and recognition through the scheme.

How to renew your membership

You will be required to renew your membership every two years. We will email you three months, one month and two weeks before your renewal date. This provides the opportunity to self declare you still meet the criteria and pay the renewal fee to renew your membership.

Using existing work as evidence

Employers do not need to duplicate effort.

If your organisation already delivers Mental Health First Aider training, holds Investors in People accreditation, or participates in other similar wellbeing/people-focused frameworks, relevant evidence can be used to support your application where it aligns with the accreditation criteria.

This approach recognises existing good practice and keeps the scheme proportionate and achievable.

Criteria and evidence – full requirements

Manager Training

Ensure senior leaders are committed to workplace wellbeing. Senior leaders can challenge traditional practices and demonstrate healthier working practices themselves, such as ensuring that they take breaks throughout the day.

We confirm we are working towards at least 50% of managers completing wellbeing in the workplace training, such as our ‘Embracing a Workplace Wellbeing Culture’ course.

Wellbeing Plan

We commit to offering an individualised Wellbeing Plan to all employees. Ensuring that all employees are offered a plan can reduce stigma and ensure that employees are appropriately supported if circumstances impact their wellbeing at work.

Below is our sample My Wellbeing Plan. Alternatively, the charity Mind offers guidance on using a Wellness Action Plan.

Create an inclusive culture of belonging

We confirm that our organisation is actively committed to creating an inclusive culture where individuals feel valued, supported and able to be their authentic selves at work, and in which diversity is celebrated. This includes how you support individuals with neurodivergence, disabilities, or mental health problems.

Evidence could include:

• inclusion policies showing how you support all staff
• policies explaining how you support people with mental health problems, disabilities, including learning disabilities, or neurodivergence
• evidence showing how you support anyone who may face barriers because of protected characteristics or other circumstances
• staff feedback surveys
• a Wellbeing Champion who actively supports inclusion. This person could provide or signpost to support and information, raise awareness of neurodivergence and how this can be supported at work, and champion My Wellbeing Plans.

Workforce wellbeing

We confirm that a wellbeing approach is embraced and demonstrated across the organisation.

Evidence could include:

• wellbeing initiatives
• signing up to the Pharmacist Defence Association’s Safer Pharmacies Charter
• employee assistance programmes
• workplace away days with a wellbeing focus, including mindfulness in staff training or team meetings,
• offering coaching or mentoring to team members,
• team book clubs, walking or running groups or other creative ways that your workplace supports wellbeing
• other relevant support.

Work – life balance

We confirm our commitment to providing a healthy work-life balance for our people, including:

• encouraging employees to take breaks
• considering flexible working options where appropriate.

Evidence could include:

• flexible working policies/ breaks policy
• staff communications or feedback.

Wellbeing support signposting

We confirm that our organisation clearly signposts to wellbeing support and works to reduce stigma around seeking support.

Evidence could include:

• resource guides
• employee handbooks
• photos of staff noticeboards showing wellbeing information and signposting
• internal communications promoting wellbeing support, posters or literature.

We recognise that workplace wellbeing is an ongoing process. As part of the scheme, organisations should demonstrate a commitment to continuous improvement by reviewing their approach regularly and identifying new wellbeing goals or initiatives over time.

Declaration form