Poll shows broad support for employment reforms
As the King's Speech approaches, the TUC has published new polling which reveals...read more
Why employers need to talk about mental health at work
Poor mental health is a major cause of absence among British employees. We look at what employers can do to support their people and help them back to work.
According to the charity Mind, in any given week, one in six people will report a mental health problem, and one in five people have suicidal thoughts at least once in their lives.
The Health & Safety Executive found that work-related stress, depression or anxiety accounted for 17 million days of absence in 2021/22 – totalling 46% of all absence.
Absence rates are higher overall than they were prior to the pandemic – and the Chartered Institute for Personnel and Development has warned that the mental health impact of the pandemic could last for years. There is an urgent need to tackle mental health in the workplace. But what can employers do to support their people’s wellbeing?
Mental health at work: spotting the signs
Deborah Watson, founder of the non-profit organisation Wednesday’s Child, says: “One of the really important things is to make sure that workers are getting some training and awareness in how to spot signs in an employee.
“Organisations can also make it easier for an employee to come and have a conversation confidentially if they are struggling. When we bottle up issues, that’s when illness really does start to take hold.”
Wednesday’s Child supports people battling eating disorders and those caring for them. The organisation collaborates with employers to help them provide adequate support and awareness raising around mental health.
How to talk about mental health at work
It’s crucial to create a culture where mental health is openly discussed, where employees know that they will be understood and supported.
Business leaders should demonstrate understanding of the challenges of mental ill health and encourage staff to take their wellbeing seriously. They should talk about – and role model – the importance of taking regular breaks, using their full annual leave entitlement, having time with the family and ensuring they have a healthy work-life balance.
Sharing resources and encouraging employees to use them will help address the stigma around mental illness and normalise the use of these services. Managers should offer regular check-ins and one-to-ones with their teams where feelings of stress can be shared. Where possible, teams should collaborate to find ways to alleviate workplace stress.
Company policy around mental health and work
It’s equally important to have clear working policies that set out your organisation’s commitment to supporting employee mental health. Examples of how this could work in practice include:
- Providing access to an employee assistance programme and making sure everyone is aware of what it provides
- Setting out guidance on how to support people with mental ill health, such as allowing more flexible working, changes to their role, coaching or mentoring
- Manager training on how to support team members
- Communicating your policy at all stages of the employee cycle: recruitment, induction, performance review etc.
Reducing stress at work
Better communication can help reduce stress caused by uncertainty in the workplace. Removing other stress-inducing scenarios can also help, such as setting expectations about workloads, prioritising what must get done and acknowledging that some tasks are of lower priority.
Flexible working options can help with employee wellbeing. Asking for flexibility is never a sign of lack of commitment or lower working standards. It can help employees thrive and levels the field for people that may find some standard working practices more challenging.
Recognising non-visible illness
Because mental health illnesses are more difficult to spot, it’s even more important for a company to be proactive in supporting them.
Employers should recognise mental health-related illnesses on the same level as physical ones. In the same way, measures of support must be put in place both in the short and long term.
Case study – mental health in the workplace good practice
Cara Lisette was diagnosed with bipolar disorder in 2015 and has a previous history of anorexia. She is now a nurse and is currently studying to qualify as a therapist. Cara considers her employer to be very supportive regarding her mental health.
Even with support, there are often bumps on the road to recovery that can impact employees. Cara said: “I had to take just over six months off to enter a day patient programme for my eating disorder, and then returned part time for six months. I have also had to take some time out for various appointments.”
Encourage disclosure
The ability to support employees like Cara relies on them feeling able to disclose their mental health concerns. The stigma around mental health conditions means that many workers choose not to divulge them.
Creating an open culture is the first step in making people feel comfortable to discuss their mental health. One option is to appoint a mental health champion or ambassador to review the business and recommend ways to help people feel more supported.
Benefits of raising the profile of mental health at work
Providing and encouraging the right support can have many benefits. Staff whose needs are met provide higher quality work, and addressing stress means fewer employees taking time off due to burnout.
If staff are being well supported to manage their mental health and wellbeing, they will feel safe and secure in their roles. They will be more comfortable to discuss their mental health and seek professional support if needed, knowing that the organisation will back them.
Related
The HR implications of the election for working parents
The three traditional main political parties have made promises with significant...read more
