Mental Health in the Workplace

Mental health has taken real prominence for businesses in recent years. Measures have been taken to create open lines of communication and address mental health issues employees might be facing, as well as fostering a positive company culture that promotes mental health.

The routine and sense of purpose a job provides is good for mental health, but a negative working environment can trigger physical and mental health problems. According to a report from the HSE, “in 2020/21 stress, depression or anxiety accounted for 50% of all work-related ill health cases.”

This article will look into mental health at work, and how companies can help manage this with the support of an occupational health (OH) expert.

Employee Mental Health

As mentioned in our previous blog post, poor mental health at work is cited as one of the most common causes of sickness absence. The term ‘poor mental health’ is used to cover a range of different conditions – including anxiety, depression and stress – all of which can affect someone’s ability to fulfil their role if not handled correctly or left unaddressed. There are a number of factors that can contribute towards employee mental health issues which include – but are not limited to – the following:

• Disputes with colleagues
• Heavy workload and high-pressure deadlines
• Poor induction procedure and training
• Lack of support
• Inadequate health and safety policies
• Poor communication and management practices

For employees suffering from a mental health condition, open communication with their peers or a manager can make the world of difference. Early referral to an occupational health practitioner who is experienced in this area will ensure the situation is handled sensitively and that much needed support is provided.

Legalities of Employee Mental Health

Employers have a legal obligation and a duty of care to ensure their staff have a safe working environment. The Health and Safety at Work Act (1974) states that employers must protect the health, safety and welfare of all their employees; this also covers their mental health. 

As stated in the Mental Health at Work Act legislation, everyone should feel safe and supported to talk about their mental health at work. If it is proven that employees are treated differently due to their mental health condition, their employer is at risk of facing prosecution under the laws that protect workplace mental health. 

According to ACAS, employers must do all they reasonably can to provide support for employee mental health which includes protecting them from discrimination and carrying out risk assessments, making any reasonable changes in line with this. 

If your employee is experiencing a prolonged period of sickness absence due to their mental health, please refer to our previous blog post for further information on the action you must take to manage this within your role as their employer. 

Identifying Mental Health Problems in Employees

We all have mental health, but how we think, feel and behave can be very different from one another; this unpredictability (along with remote working) can make it difficult for employers to identify mental health problems in their employees. 

Have you noticed an employee’s personality change? Perhaps they have become more introverted, or their performance has slipped? There is no cookie cutter definition of what poor employee mental health looks like, but it’s important to trust your instinct if you notice that something doesn’t seem quite right with a staff member. 

If this is the case, seeking advice from Occupational Health professionals will ensure you take the correct steps in addressing the subject with your employee. This must be treated very sensitively, so the experience an OH expert can bring to the table will provide much needed support as an independent party.

Effects of Employee Mental Health on Productivity

There is a strong link between mental health at work and productivity; while feeling a sense of purpose and receiving positive feedback boosts mental health, those who feel unfulfilled or disengaged will most likely be unproductive in their role. Those suffering from the effects of poor mental health might lose concentration easily, struggle to meet deadlines and experience self-doubt in their abilities. This outlook can affect communication with team members, causing them to feel isolated and struggle to engage with the company culture. 

Many people also choose to withhold information about their mental health issues from their manager for fear that it might hamper their progression in the workplace which can also impact employee productivity. As stated in the Mental Health at Work Act legislation, if it is proven that a member of staff has been discriminated against due to their mental health condition, their employer is at risk of facing legal action.

There is strong evidence to show that positive employee mental health and addressing well-being at work significantly increases productivity. Those who feel fulfilled and valued in the workplace are more motivated to achieve positive results for themselves and the company.

Supporting Mental Health at Work

The earlier any mental health issues are identified, the earlier help can be given. When it comes to employee mental health, working in a supportive team is very important so people feel comfortable sharing their thoughts and feelings knowing that they won’t be judged. 

Unfortunately, not everyone has this experience at work, and a toxic atmosphere in a team can breed negativity throughout the workplace. 

Collaboration and communication between managers and their employees is key. When addressing any mental health problems it’s important to choose the right time and place so employees feel comfortable in opening up. Active listening and having empathy will make the employee feel validated and understood. An OH expert can provide guidance and tips on how to approach this in the correct manner so that the conversation is beneficial for all parties involved.

In line with the Mental Health at Work Act, companies need to review their policies in relation to employee mental health to reduce the risk of discrimination at work and raise awareness of the importance of addressing mental health in the workplace. These must clearly stipulate the company’s approach to mental health and the support employees will receive. Again, it is advised that you seek input from Occupational Health professionals so that the correct working practices are followed.

On-site Health Promotion Days

On-site health promotion days highlight the importance of physical and mental health and well-being at businesses across the country. A major benefit of these events is that they provide an opportunity for staff to chat directly to health professionals to get expert advice on any of their queries or concerns. 

These events are tailored to the individual requirements of each business so the information and feedback provided is relevant and correct. They will focus on the topics businesses want to cover using visual displays and helpful documents staff can take home after the event. Topics can include:

• Nutrition
• Healthy living
• Exercise
• Health assessments 
• Lifestyle checks

Lifestyle Health Assessments

The aim of a lifestyle health assessment conducted by a health professional is to identify any existing illnesses individuals may have and provide written recommendations based on the findings. The assessment is carried out as a way of monitoring and preventing poor employee mental health at present and in the future. Some of the checks included in a health assessment are:

• Blood pressure
• Height
• Weight
• BMI
• Glucose testing 
• Cholesterol testing

In addition to these tests, health professionals are also able to discuss lifestyle choices during the assessment, and can provide contact details for local health experts who will support employees in their pursuit for a healthy lifestyle. 

Dedicated Mental Health Support

Experienced OH professionals understand how vital it is for businesses to have the right systems and policies in place to support employee mental health and well-being. With more and more resources, guidance and tools available through qualified Occupational Health professionals, there is no reason why businesses shouldn’t have the measures in place to foster a culture that values mental health. 

By providing dedicated mental health support, employees will feel accepted and understood which will have a positive impact on their work. Their motivation levels will rise, they will feel more engaged and invested in their role, and their productivity will increase. From a business perspective, employers will see a reduction in profit losses caused by extensive sickness absences due to mental health.

Adopting a Commitment to Mental Health

According to research into mental health at work in 2020, the “number of employees who feel that their organisation supports their mental health is on the rise”, showing an increase of 8% from the previous year. This echoes what employers are saying, with many choosing to adopt a commitment to mental health as a way of showing their dedication.

A mental health at work commitment is a framework aimed to improve and support mental health in the workplace. For this, there is a clear set of actions that businesses must follow to fulfil their duty of care for their employees’ mental health and well-being. Implementing actions that don’t connect with employees or miss the mark when it comes to their mental health can do more damage than good, so make sure an experienced Occupational Health practitioner is involved to guide you through the process.

What is a Mental Health at Work Commitment? 

A mental health at work commitment focuses on the ways that working life can have a positive impact on mental health. Businesses who choose to adopt this framework are showing their dedication to promoting staff well-being. It sets out six standards for best practice when it comes to mental health in the workplace – these are as follows:

• Prioritise mental health in the workplace by developing and delivering a systematic programme of activity
• Proactively ensure work design and organisational culture drive positive mental health outcomes
• Promote an open culture around mental health
• Increase organisational confidence and capability
• Provide mental health tools and support
• Increase transparency and accountability through internal and external reporting

By using this framework to shape your company culture, you are showing employees – both existing and prospective – that you are taking a proactive approach to supporting their health and safety. Input from an OH expert will ensure that this is carried out correctly and applies to all employees and their roles throughout the company. As an independent party, they will remain impartial, only providing recommendations to benefit your business and its staff.

How Does a Mental Health at Work Commitment Work?

Spearheaded by leading experts in mental health, a mental health at work commitment asks employers to embed the six standards into their business and update their procedures and policies accordingly with the help of an OH expert. This framework is flexible, allowing each employer to implement the standards in whichever way is most relevant to their business and industry. 

Working alongside qualified Occupational Health practitioners, you might choose to implement a set of behaviours that fosters a culture of communication and encourages employees to talk about their own mental health. Perhaps your managers can arrange monthly 1:1s to touch base with their team. Or maybe you could start a connectivity initiative to engage employees who are working from home. Whatever you decide to do, make sure your employees feel heard and listened to.

Why is a Mental Health at Work Commitment Beneficial?

The collaboration involved in a mental health at work commitment marks a significant step in changing how businesses approach employee mental health. 

When people are experiencing mental health issues but are not given suitable support, it can cause their motivation levels and productivity to suffer. They may find themselves feeling overwhelmed or unable to concentrate which can cause them to take time off work – sometimes for prolonged periods – and maybe even choosing to resign from their role. All of these outcomes can also hinder business growth. 

Having a clear mental health at work commitment in place helps considerably to prevent this and early intervention is key; it’s far better to be proactive than reactive to the impact of mental health issues in the workplace. 

Alternative Ways to Support Mental Health at Work

When broaching the subject of employee mental health, it’s important to be clear in your communication – that way, there are no mixed messages.

Poor management practices and lack of mental health support are some of the main causes of mental health issues in the workplace. Perhaps there is a disconnect between the leadership team and employees. Maybe there are knowledge gaps in how to handle sickness absence that managers need guidance on. Or, employees might lack direction in their job role leaving them to feel disengaged. 

This is where input from an OH expert is invaluable. They can work with you to create trademark behaviours for your company to follow, compile job role descriptions so employees know what is expected of them, provide management referrals, and help implement policies and procedures to manage sickness absence.

At Healthier Workforce, we pride ourselves on the support we provide businesses across the UK to promote mental health in the workplace. We firmly believe that happy employees are the driving force behind any successful business, which is why our network of Occupational Health specialists are dedicated to helping employers and their staff benefit from a positive working environment. To discuss your requirements, don’t hesitate to contact our experienced team or complete an online management referral today.