Take advantage of Stoptober to give up smoking and improve your health

Make the most of Stoptober to give up smoking...We've signed the Charter for Employers who are Positive about Mental Health


England’s six million smokers are being encouraged to take part in this year’s Stoptober. Key messages will run from 20 September, to prepare smokers for giving up, until 31 October 2018.

Stopping smoking is one of the best things someone can do for their health and it’s easier with the right support. Last year, nearly 400,000 smokers in England quit successfully, equivalent to 1,069 smokers each day!

Information about all the support someone needs to quit, including links to Devon’s local service, is available on the East Devon website.

Why should we support this campaign?

•            If smokers can quit for 28 days they are 5 times more likely to quit for good

•            People are more likely to quit with the right quit plan and support

•            Smoking is the biggest cause of preventable death in England, accounting for more than 80,000 deaths each year

•            One in two smokers will die from a smoking‐related disease

•            The total cost to society (in England) is approximately £12.9 billion per year: this includes costs to the NHS, to employers, and environmental costs e.g. fire. Data from ASH


Being positive about mental health

East Devon District Council has signed the Charter for Employers who are Positive about Mental Health. This means that we, as an employer, recognise that in the UK, people experiencing mental ill health continue to report stigma and discrimination. We are committed to creating a supportive and open culture, where colleagues are able to talk about mental health. We are also committed to ensuring that our employees feel safe in disclosing any mental health conditions and confident that they will be properly supported and offered reasonable adjustments when required.

As an employer, we have made an ongoing commitment to:

  • Provide non-judgemental and proactive support to individual staff who experience mental ill health.
  • Not make assumptions that a person with a mental health condition will be more vulnerable to workplace stress or take more time off than any other employee or job applicant.
  • Show a positive and enabling attitude to all employees and job applicants with a mental health condition. This will include positive statements in local recruitment literature.
  • Ensure all line managers have access to information and training about managing mental health in the workplace.
  • Ensure that all staff involved in recruitment and selection are briefed on mental health conditions and The Equality Act 2010, and given appropriate interview skills.

Make it clear in any recruitment or occupational health check that people who have experienced mental ill health will not be discriminated against and that disclosure of a mental health problem will enable both employee and employer to assess and provide the right level of support or adjustment.