Championing mental health at work

In recent years, mental health has rightly become less of a taboo subject. However, many organisations still need to take steps to provide mental health support at work.

One in four people in the UK are still expected to experience a mental health illness at some point in their life, and stress in the workplace can not only cause mental health issues, but also aggravate other pre-existing conditions.

In this article we will look to explore how employers can best support the mental wellbeing of their staff.

The importance of addressing mental health in the workplace

Despite the increasing attention directed towards mental health issues in recent years, just 8% of senior business decision-makers feel they are being given enough support to help employees suffering with mental health issues. Furthermore, research suggests that just 18% of employers say their staff feel comfortable speaking out regarding mental health.

These findings illustrate just how much work there still is to do from an employer’s perspective to tackle mental health issues in the workplace, especially given the fact that employers have a duty of care to their staff in the UK. This means they must do all they reasonably can to support employees’ health, safety, and wellbeing on a day-to-day basis.

Crafting an effective mental health policy

To effectively support employee wellbeing, employers need to implement robust policies around mental health. Every organisation will have one for health and safety, and mental wellbeing should be no different.

HR is not just responsible for managing specific work-related mental health problems. Should an employee have a pre-existing condition or personal problems, this can impact their performance and wellbeing at work, and therefore should be monitored by HR.

Furthermore, mental illness is classed as a disability under the Equality Act 2010, which means no-one can be discriminated against in the workplace for a disability. Given this, employer’s HR policies should:

• Explain that no employee will be discriminated against in this way to encourage employees to open up
• Clearly state that mental health support is available
• Highlight that adjustments can be made to help any member of staff experiencing a mental health issue

Implementing employee assistance programmes (EAPs)

Setting up an employee assistance programme (EAP) can go a long way to helping people feel supported at work. EAP’s are schemes that are often made available to employees as part of a wider benefits package, and are designed to improve an employee’s ability to cope with mental health conditions.

Employers can include a variety of offerings in EAPs, including:

• Counselling sessions
• Legal advice
• Family support

By introducing these dedicated programmes that workers can call on when required, employers can look to address poor mental health in their workplace and fulfil their duty of care.

Recognising and managing workplace mental health challenges

Employees are entitled to take time off from work for mental health issues in the same way they are for physical illnesses, with research showing that 18 million workdays are lost in the UK each year as a result of mental health conditions.

There are numerous mental health issues that lead to employees taking time off work, including:

• Stress: Work-related stress is a growing cause of concern in the workplace. There are various and varied causes of stress at work, and if it’s left unchecked, it can lead to decreased productivity, increased absenteeism, and long-term health issues.
• Anxiety: Anxiety can severely impact employee performance and is a mental health problem that should be taken seriously. In the workplace, it’s often a more severe manifestation of prolonged stress, although it could be triggered by things like public speaking or tight deadlines.
• Depression: Depression is a serious mental health condition that can have a profound effect on someone’s ability to carry out their duties at work. It can be caused by things going on at work, but also by outside influences such as personal lives or medical conditions.

Let’s take a closer look at each of these conditions and explore how you can spot their symptoms and support your employees.

Work related stress

Employers have a duty to address and mitigate sources of stress, not only for the wellbeing of their staff but also for the overall success of the organisation. Many things can be a source of stress at work, including:

• Long hours: If company culture lends itself to presenteeism, employees can feel pressured to work outside of their contracted hours.
• Heavy workload: Line managers should monitor their team’s workload to check their employees are not overwhelmed.
• Organisational changes: Restructures, redundancies and layoffs all leave employees feeling uncertain. Managers need to be transparent with their teams in these situations to avoid ongoing fears around job security.
• Micromanagement: When managers continuously check up on their staff, it can leave employees feeling like they are not trusted and lead to feelings of discontent in the work environment.

Recognising the signs of stress is crucial for maintaining a healthy work environment. This can include:

• Increased sickness and absence
• Difficulty concentrating and remembering things
• A drop in work quality and productivity
• Working longer hours and through breaks
• Short temper and irritability
• Unusually quiet and withdrawn
• Lack of energy

There are several ways you can help your staff to manage stress at work. To begin with, consider any changes you can make to the office space that can aid wellbeing.

Sharing stress relief techniques with your team is also a good idea. This could be a poster with breathing exercises and stretches employees can do at their desks. Furthermore, workplace yoga and meditation classes are growing in popularity to help employees manage stress and anxiety.

Work related anxiety

When it comes to anxiety, the symptoms employees present are similar to those associated with workplace stress, whilst also extending to:

• Restlessness
• Excessive worrying
• Easily startled
• Panic attacks

Whether work is the cause of an employee’s anxiety, or they have an existing anxiety disorder, reasonable adjustments should be made to support them. This could include a change of workstation if relevant (being close to a door or window can help stop anxious employees from feeling trapped or claustrophobic, for instance). Speaking directly to your employee to understand what adjustments they need is the best way to ensure they’re getting the support that’s right for them.

Flexible working arrangements such as different working hours or allowing remote working can also help. It may also be beneficial to provide support in arranging counselling for employees and advice on how to cope with anxiety at work.

Work related depression

Recognising the signs of depression in employees is crucial, as it can go unnoticed and is often misunderstood. Again, there is some overlap in symptoms with stress and anxiety, but there are other signs to be on the lookout for in the workplace, such:

• Loss of confidence
• Low self-esteem
• Feelings of guilt
• Feelings of worthlessness
• Self-harm

It’s vital to encourage employees who are experiencing work-related depression to talk about it.

Check-in with them regularly, even if they withdraw. It is important that they know you are there to support them. As with stress and anxiety, discuss adjusted working patterns, including changed hours and remote working options so you can understand how to best help them.

If a staff member is returning to work after a period of sick leave related to a mental health condition, make sure they have a smooth transition back into working and aren’t given too much to do all at once.

The business case for mental health support

Investments designed at supporting mental health at work are both moral imperatives and strategic business decisions for employers. By fostering a culture that prioritises mental wellbeing and support for people with mental health difficulties, employers can reduce absenteeism, enhance productivity, and improve retention. Robust mental health policies, employee assistance programmes, and flexible working arrangements are essential tools in building this supportive environment.

As awareness grows and the stigma surrounding mental health diminishes, organisations that proactively address these issues will not only fulfil their duty of care, but also position themselves as employers of choice for jobseekers. Ultimately, prioritising both mental and physical health benefits both employees and the broader success of their employer.