Rank: Forum user 
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Had an interesting discussion whilst attending the recent tripartite seminar on health & wellbeing in Widnes.
Responsibility for health and wellbeing, HR or H&S? .............................discuss
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Rank: Super forum user 
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Both. When I've done, e.g work on stress it's always been with colleagues from HR. I identify the problem (bad management) using HSE tools, HR fix it,
John
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Rank: Super forum user
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It depends on how you (as H&S) fit into the organisation. In my case we fit more into the estates part of the business and so we don’t get involved in the issue of poor management which is the main cause of work related-stress. It is no good assigning an area of responsibility to someone who can’t do anything about it. HR (at our place at least) have the tools to deal with these issues. There seem to be some H&S colleagues who have moved into the wellbeing areas and seem happy to do this- but it is far from universal.
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Rank: Super forum user 
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Well being is not just stress, it encompasses a whole host of things such as health surveillance, rehabilitation, vulnerable persons assessments etc etc. In my view it needs to be ajoint enterprise between HR, H&S, Operations, TU because they are all stakeholders in these areas
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Rank: New forum user
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In my current role I am part of a HR department being responsible for group health, safety and staff wellbeing. It’s a good fit as long as responsibilities and authority are clearly defined in the job role profile. Interestingly my role was moved from estate management to HR.
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Rank: Super forum user
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Wellbeing is one of those weasel words that have crept into our world recently, replacing the much more sensible phrase: occupational health. OH dealt with key issues including health surveillance, managing return to work, disability issues, long term health issues like stress etc.
Wellbeing is used to extend this role to things like healthy eating, smoking and drinking, and more. Often issues which the employer has little control over but what they can do, is use this to project the ‘caring sharing’ image to their staff: “We do care about you since we brought someone in to lecture you on your bad food choices. PS you still have to use that dangerous work equipment since it costs too much to get the good stuff in…”
I am getting cynical!
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Rank: Forum user 
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I think you can do both - we need the 'traditional' OH approach and wellbeing is something (that if done well) can be added onto this. Although if all you do is the nice to have bits and not the basics I can see why that would generate cynicism!
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Rank: Forum user 
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In previous employment, Wellbeing was led by a group of four people - One each from H&S, HR, OH and the TU.
The direction was agreed at the H&S Committee, the action by the group.
Case management, if we had an individual health related case depended on the main issue. Injury at work - led by H&S, Occupational Disease - OH, Stress at Work - HR all with oversight from the TU.
It worked well. Very well. and many a case conference was held, often with the Group plus the Manager and Employee, especially where there was rehabilitation back into a role following injury.
We also led on Health Promotion (Physical and Mental) and held roadshows.
However, that was the exception. Everywhere else I have been, this collaborative approach would be scotched by at least one party.
I live in hope that I see it again somewhere on my travels.
RGC
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