Enterprise has announced its intention to roll out an employee "Wellbeing Passport" across the U.K. after a successful pilot at its European Head Office in Egham. The passport enables employees to work to the best of their abilities by empowering them to have a constructive, on-going discussion with their manager around any adjustments that might be required to reach their full potential.

The Wellbeing Passport is available to all employees and documents any factor that may affect an employee’s performance at work, which could include cognitive preferences, work styles, faith, and health issues as well as recognised disabilities.

The move follows the introduction of "reasonable adjustment disability passports" created by the GMB Union and TUC earlier this year. The disability passport is a live record of adjustments agreed between a worker and his or her manager to support employees who may have a health condition, impairment, or disability.

Enterprise has taken the idea further with an all-encompassing passport that includes issues associated with health such as anxiety and depression, recurring conditions such as migraines and back pain, and the indicators that can help a manager identify that an employee may need help.

The Wellbeing Passport also allows employees to highlight preferences which will help them achieve their full potential, for example, employees who may work better in a quiet and separate environment or need extra support in certain situations such as presenting to large groups of people.

It also allows employees to highlight any changes in their personal circumstances – both temporary and permanent – which could affect performance in any way.

The passport, which stays with the employee throughout his or her career at Enterprise, outlines the various forms of assistance that managers can provide and empowers employees to share the challenges they face or requirements they need and suggests any adjustments that will make it easier for them to do their job.

Furthermore, employees are encouraged to include any recognized signs that they are becoming unwell or signs of potential triggers that could signal the onset of a problem. This helps ensure employees can be confident that managers will recognize problems and know what to do if they arise.