Mental health in the workplace is becoming a huge topic, with many companies finally taking onboard that it needs to be recognised and addressed. Many workplaces are now putting policies in place to assist employees who are struggling, including:
Flexible working patterns and working from home policies
Mental health days
Employee assistance programmes
Posters with helplines/information
Therapy dogs
Line management training on mental health/mental health first aiders
Working in human resources (HR), I see employees struggle with stress on a daily basis, but what is key to remember is that stress is not a mental illness, however not managing it can lead to developing a mental health issue or resurfacing an old one. Statistics show that 300,000 people a year leave the workplace because of mental health problems (MHF 2019), employers need to be proactive and have processes in place to support employees, trying to prevent it from getting to a point of where the employee needs to be signed off work. I’m going to talk through what employers have responsibility for and explain two options below which your company can adopt to assist employees who are struggling with mental health.
Organisations have a duty of care for all employees, which means that they should take all steps which are reasonably possible to ensure good health, safety and wellbeing for workers. Legally, employers must abide by relevant health & safety employment law (Health & Safety at Work Act, 1974). Demonstrating concern for the physical and mental health of employees can play a key factor in building trust and reinforcing the commitment to employees, and can help improve staff retention, boost productivity and pave the way for greater employee engagement. Seems like a win win, yet some companies are still lacking in this area.
One initiative which is becoming quite common, is having mental health first aiders available on site. Mental health first aid training is available for everyone, and personally I believe it is great to have a point of contact for employees to reach out to. You can complete this course over 1 or 2 days, choosing between an course to help adults or children. It is very thorough and it can bring up negative thoughts and feelings due to the topics being taught. However, having completed the adult course myself, I would recommend it and I believe it’s worth mentioning it to your organisation, as it is a great step to building an inclusive, supportive culture.
To ease the day to day stress of life’s demands, flexible working policies have been introduced to accommodate for employees responsibilities outside of work. This might be those with children, appointments during work hours, or those struggling with their physical/mental health. Ridged hours and set office locations are outdated policies in the workplace, it creates a culture of high pressure leading to stress and burn out. If you feel like you would benefit from flexible working, speak to your HR department and see what they are able to offer.
If you are dealing with a situation that is affecting your mental health, speak to your employer and be open about what you are going through. Seek support from your company and see what they can offer to support you during this difficult time. Able Futures, through the Department for Work and Pension, is a free support service for those in employment, available over the phone, through email and face-to-face meetings, and nothing is reported back to your employer. Always explore your options and do not shy away from reaching out for support, it is important that you have people around you.
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