Championing mental health at work

One in four people in the UK will experience a mental health illness at some point in their life.¹ Stress in the workplace can not only cause mental health issues, but also aggravate pre-existing conditions.

In recent years, mental health has rightly become less of a taboo subject, but many organisations can still make steps to champion mental health at work, alongside expected regulations for physical health and safety.

This article will explore how employers can best support the mental wellbeing of their staff.

Mental health in the workplace policy

With only 8% of senior business decision-makers feeling they are given enough support to help employees with mental health issues, organisations need to give significant consideration to their mental health policy.

What is an employer’s duty of care?

Employers in the UK have a legal duty of care to their staff. This means they must do all that they reasonably can to support employees’ health, safety and wellbeing.

Organisations should aim to create an environment where employees feel able to talk about mental health. Recent research found that only 18% of employers say their staff feel comfortable speaking out regarding mental health and there is much that can be done to change this.

Making adjustments for staff who are experiencing a mental health issue will support them to work to the best of their ability and reduce the number of mental health-related sick days.

HR mental health policy

To effectively support employee wellbeing, organisations should implement a mental health policy. Every company has one for health and safety—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 therefore should be monitored by HR.

Mental illness is classed as a disability under the Equality Act 2010. This means no-one can be discriminated against in the workplace for a disability. Your company’s HR policy should explain that no employee will be discriminated against in this way to encourage employees to open up. Clearly state that adjustments can be made to support any member of staff experiencing a mental health issue.

Sick leave and absence for mental health

It has been reported that more than 1.5 million days are lost to work-related stress every year.²

Employees are entitled to take time off for mental health issues in the same way as they are for physical illnesses.

Stress leave

In 2018/2019 stress, anxiety and depression accounted for 54% of working days lost to ill health.³

The maximum time off for stress an employee can take will vary for each case. If an employee is off work for a prolonged period (longer than 7 days), they must provide a note from their GP.

Work related stress

Many things can cause stress at work. Some of the most common include:

• 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 being overwhelmed.
• Unrealistic deadlines: If employees are faced with multiple competing deadlines and no guidance on how to prioritise tasks, it can culminate in stress.
• 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.
• Team conflict: If there are problems between team members, it can cause anxiety and stress. Line managers should pay close attention to signs of friction in their teams and work to resolve it swiftly.
• Personal circumstances: Problems at home can impact employees at work. Line managers must facilitate a supportive relationship with their team so employees feel they can disclose any personal problems that are contributing to workplace stress.

Symptoms of stress at work

The following symptoms are some of the common signs of work-related stress to look for in your employees:

• 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

Helping staff to manage stress in the workplace

There are several ways you can help reduce feelings of stress among your employees.

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. Workplace yoga and meditation classes are growing in popularity as a way to help employees manage stress and anxiety.

Work related anxiety

Prolonged stress can lead to anxiety.

Symptoms of anxiety at work

Symptoms of anxiety can be similar to those of stress, but can also include:

• Restlessness
• Excessive worrying
• Easily startled
• Panic attacks

Supporting staff with anxiety in the workplace

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.

Depression at work

When employees feel undervalued, unfairly criticised or overlooked, it can aggravate feelings of depression.

Symptoms of depression at work

Again, there is some overlap between the symptoms of depression, stress and anxiety but other signs to look for include:

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

Supporting staff with depression in the workplace

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 hours and remote working options so you can understand how to best help them.

For more advice on how to support your team, read our guide to coping with depression at work.

Mental health at work toolkit

Mental health resources

To effectively support your employees’ mental wellbeing, there are a number of resources available:

Acas – Mental Health in the Workplace

Mind – Mental Health at Work

Samaritans – Workplace Mental Health Support (outside of Covid-19)

Gov.org – Mental Health and Work

Institute for Employment Studies – Health, Work and Wellbeing

The success of a company is dependent on the work of its staff. Championing mental wellbeing in the workplace can improve employee retention, teamwork, morale and productivity, resulting in a more profitable business. Paying attention to your company’s mental health policy is in the best interest of both the staff and the business.