Around one in six workers in the UK experience mental health problems, such as anxiety and depression, in any given week. That’s according to a report by the mental health charity Mind, which also found that only half of those experiencing poor mental health disclosed this to their employer, highlighting the significant stigma that surrounds it.
In this comprehensive guide, we look at workplace mental health and outline how organisations can take steps to properly support employees.
What is mental health?
Like physical health, we all have mental health too. The World Health Organisation defines it as ‘an integral and essential component of health’ and explains that ‘health is a state of complete physical, mental and social wellbeing, and not merely the absence of disease or infirmity.’
Mental health refers to our overall psychological wellbeing. It encompasses the way we react in response to the world around us and can be influenced by various factors, including genetics, life experiences and social and environmental factors.
Good mental health involves balance, resilience and the ability to adapt to change and cope with adversity. The opposite is also true: poor mental health can lead to a range of mental health disorders and conditions that can significantly impact our quality of life.
Why is mental health important?
As we’ve already mentioned, mental health is essential for our overall wellbeing and quality of life. It impacts how we think, feel and behave and can affect our ability to deal with stress, maintain relationships and make decisions.
Moreover, mental health can have consequences for physical health. Research shows that individuals with poor mental health are more likely to experience physical health problems such as heart disease, obesity and diabetes.
Mental health is also crucial for the functioning of society as a whole. It can affect our ability to work and contribute to society and can also have wider social and economic implications, such as increased healthcare costs and reduced productivity.
The value of looking after employee mental health
A study by the Mental Health Foundation found that 14% of people had resigned from their job due to workplace stress and that 30% of employees had taken time off work due to mental health issues. This demonstrates how important it is to promote good mental health in the workplace and support employees with mental health issues. The reasons that organisations need to look after employee mental health include:
- Employee wellbeing: Poor mental health can have a significant impact, affecting an employee’s mood, productivity and quality of life. By prioritising mental health in the workplace, organisations can help employees maintain good mental health, reduce stress and improve their overall wellbeing.
- Improved productivity: Good mental health is associated with increased productivity, creativity and job satisfaction. When employees feel supported and valued, they’re more likely to be engaged in their work, which is good for overall organisational performance.
- Reduced absenteeism and presenteeism: Poor mental health can lead to absenteeism, where employees are unable to attend work, and presenteeism, where employees are at work but not fully productive. By supporting mental health in the workplace, organisations can reduce absenteeism and presenteeism, leading to improved performance and productivity.
- Legal and moral obligations: Organisations have a legal obligation to ensure the health and safety of their employees, including their mental health and failure to address issues in the workplace can result in legal and financial consequences. On top of this, an organisation’s reputation can be considerably damaged should it choose to overlook mental health concerns.
Mental health and the law
In the UK, there are several laws and regulations that protect employees with mental health issues in the workplace. These laws aim to ensure that employees are not discriminated against due to their mental health and that they receive appropriate support to manage their condition.
One of the main laws that protects employees with mental health issues is the Equality Act 2010. It gives legal protection against discrimination on the basis of mental health in the workplace and applies to all areas of employment including recruitment, training, personal development and dismissals. Under the act, employers must make reasonable adjustments to support employees with mental health issues, such as providing flexible working arrangements, access to counselling services, or adjusting workloads and responsibilities.
The Health and Safety at Work Act 1974 requires employers to provide a safe working environment that doesn’t pose a risk to employees’ mental health. This means employers need to assess and manage risks to mental health in the workplace and provide appropriate training and support to employees to manage these risks.
On top of these laws, the government has also introduced several initiatives and guidelines to support employees with mental health issues. For example, the Thriving at Work report, published in 2017, gives employers recommendations on how to promote good mental health in the workplace. This includes implementing mental health first aid training and developing mental health policies and support services.
Common mental health issues in the workplace
Mental health issues in the workplace can affect employees at any level of an organisation and have a significant impact on their wellbeing, productivity and job satisfaction. Here are some of the most frequent:
Depression is a mental health condition characterised by feelings of sadness, hopelessness and a loss of interest in activities. It can impact an individual’s ability to concentrate, make decisions and work effectively. According to the World Health Organisation (WHO), depression is the leading cause of disability worldwide.
Anxiety is a mental health condition which presents as feelings of worry, fear and apprehension. It can lead to physical symptoms such as headaches, nausea and fatigue and can impact an individual’s ability to focus and perform tasks. The Mental Health Foundation cites anxiety as the most common mental health condition in the UK.
Stress is a natural response to challenging situations but when it becomes chronic, it can negatively impact mental and physical health. Workplace stress can arise from factors such as workload, deadlines and conflict with colleagues and can lead to burnout and other mental health conditions.
Mind’s report also found that approximately one in four people in the UK will experience a mental health problem in any given year, with depression and anxiety being the most common conditions.
How to identify poor mental health
It’s not always obvious when someone is experiencing poor mental health (they might not show any symptoms or want to discuss their struggles), so it can be difficult to spot in the workplace. But there are several signs and behaviours to look out for; these include:
- Changes in behaviour: Becoming withdrawn or disengaged, avoiding social interactions and exhibiting mood swings are all behaviour changes that someone with poor mental health might display.
- Decreased productivity: The ability to focus, make decisions and complete tasks can be affected, leading to a decrease in productivity or quality of work.
- Increased absenteeism: Employees who are struggling with poor mental health may take more time off work, be frequently late or leave early.
- Physical symptoms: Poor mental health can also lead to physical symptoms such as headaches, fatigue or digestive issues.
- Changes in communication: Employees who are experiencing poor mental health may start to communicate differently, such as becoming more irritable, defensive or overly apologetic.
- Difficulty making decisions: Poor mental health can impact decision making, leading to indecisiveness or procrastination.
It’s important to note that these signs and behaviours don’t always indicate poor mental health and that individuals may display different symptoms or no symptoms at all. So, avoid making assumptions or diagnosing individuals based on these behaviours and, instead, approach the situation with empathy and an open mind.
How can workplaces support employees’ mental health?
There are several ways that workplaces can play a crucial role in supporting their employees’ mental health. These include:
Creating a healthy work environment
Access to natural light, fresh air and comfortable temperatures are all important for a healthy workplace environment, as are encouraging breaks, providing healthy drinks and snacks and encouraging physical activity.
Promoting work-life balance
A good work-life balance can reduce stress and prevent burnout. This balance can be met by providing flexible working arrangements, such as part-time or remote work options and encouraging employees to take their full annual leave entitlement.
Encouraging communication and support
Mental health awareness training can encourage open communication on the issue, as can creating a culture of support by initiating team-building activities and providing opportunities for employees to connect with one another.
Reasonable adjustments
Providing extra support, flexible working arrangements, or time off for appointments or treatment are all reasonable adjustments employers can make to support employees with mental health conditions.
Providing resources and support services
An employee assistance programme, mental health first aid training, access to online resources and support groups and other benefits to support employee wellbeing are all good ways for employers to provide resources and support services to help employees manage their mental health.
Offering mental health first aid training
Mental health first aid training for employees can help increase awareness of issues. It can also equip employees with the skills to provide support to colleagues who may be struggling with poor mental health.
Sustaining good mental health in the workplace
Of course, supporting employees with mental health shouldn’t just be a one-time initiative. Organisations need a considered approach to promote good mental health and support employees in the long term, including these steps:
Creating a wellbeing strategy
This may involve identifying the key factors that impact mental health, such as workload, communication and culture, and developing targeted initiatives to address these areas.
Training managers and staff
Building awareness through training can help reduce stigma and increase understanding of mental health issues. It can also help managers and staff to identify the signs of poor mental health, provide appropriate support and create a supportive and inclusive workplace culture. Regular refresher training will also help ensure that all employees are up-to-date on the latest research and best practices in promoting good mental health.
Measuring progress and outcomes
Tracking metrics such as employee absenteeism, turnover rates and job satisfaction, as well as conducting regular surveys to gather employee feedback on their mental health and wellbeing can help employers identify areas where additional support may be needed and track the effectiveness of interventions over time.
What can we take away?
Workplace mental health is a critical issue that affects employees’ wellbeing, productivity and overall quality of life. Employers also have a legal and moral obligation to provide a safe and healthy work environment, including supporting their employees’ mental health. Prioritising mental health in the workplace not only benefits employees but also improves organisational performance and its external reputation.
Above all, taking proactive steps to support mental health in the workplace means employers can create a workplace culture that promotes inclusivity, wellbeing and success.
FAQs
How do I support someone absent from work due to poor mental health?
There are many practical ways to support an employee off work due to poor mental health. These include:
- Regular communication: Keep them informed about any changes or updates in the workplace as this will help them feel connected to the team and reduce any anxiety that they may have about returning to work.
- Check in frequently: Stay in touch through email, phone or video calls to see how they are doing and offer any support they may need.
- Be supportive: Show empathy and understanding towards the employee’s situation. Let them know that you are there to support them and that they can come to you if they need any help.
- Reasonable adjustments: Discuss any reasonable changes that can be made to support the employee when they return to work, such as flexible working hours or a phased return to work.
- Refer to resources: Provide the employee with resources and information about any support services available to them, such as an Employee Assistance Programme (EAP) or mental health support.
- Respect privacy: Only discuss their mental health with those who need to know, such as HR or Occupational Health. This is also important for GDPR purposes.
- Be flexible: This can include adjusting workloads and deadlines and providing additional support or training to accommodate the employee’s needs.
It’s important to remember that everyone’s experience with mental health is unique, and the support needed will vary from person to person. Therefore, being patient, non-judgmental, and compassionate towards the employee during this challenging time is essential.
How do I respond to an employee who is having suicidal thoughts?
If a manager becomes aware that an employee is having suicidal thoughts, it’s crucial they take immediate action for their safety and wellbeing. Any comments they make should be taken seriously, and they should be provided with immediate emotional support. Professional help should then be sought from a qualified mental health practitioner.
However, if the employee is in immediate danger, the emergency services should be contacted, or plans put in place for the individual to be taken to hospital or mental health facility. Managers should then regularly check in with the employee to see how they are and offer ongoing support.
It’s important to handle these situations with sensitivity and care while ensuring the employee’s safety and wellbeing are the top priority. If there’s any doubt on how to proceed, seek guidance from your organisation’s HR team or service.
I believe being in work would help improve mental health. How can I bring my employee back into the workplace?
Work can indeed have a positive impact on mental health, and there are several ways to support an employee in returning to work. But it’s also important to remember that everyone’s experience with mental health is unique, and returning to work prematurely may be detrimental. It’s therefore crucial to approach the situation with empathy, compassion, and a willingness to support the employee in the best way possible.
Here are some steps you can take to bring your employee back into the workplace:
1. Keep communication open: Stay in touch with your employee during their time off and discuss their potential return to work with them. Be clear and transparent about any updates in the workplace and what measures you have in place to ensure their safety and wellbeing.
2. Collaborate on a return-to-work plan: Work with the employee to develop a plan that suits their individual needs. This may include a gradual return to work, flexible working hours, or adjustments to their workload or job duties.
3. Address any concerns: Be open to hearing any concerns the employee may have about returning to work and address them promptly. This can help to alleviate any anxiety they may have and make the transition back to work smoother.
4. Provide support: Ensure the employee has access to any support they need, such as an Employee Assistance Programme (EAP), mental health support, or occupational health services.
5. Create a positive work environment: Foster a positive work environment that promotes employee wellbeing. This can include offering mental health resources, promoting work-life balance, and encouraging open communication and support.
How long can an employee stay off work with mental health issues?
There’s no set duration for an employee to stay off work with mental health issues and the length of time an employee is absent from work can vary depending on the individual and their circumstances. In this instance, mental health should be treated the same as physical health.
In the UK, employers have a duty of care to support the mental health of their employees, and this includes supporting employees who need time off work due to mental health issues. It’s important to work with the employee to determine when it’s appropriate for them to return to work and consider any necessary adjustments to support their return.
If the absence becomes prolonged, the employer may request medical certification to confirm their need for continued absence. This certification can be in the form of a doctor’s note or a fit note from the employee’s healthcare provider.
Ultimately, the length of time an employee is off work due to mental health issues will depend on their individual circumstances, the nature of their condition and the support they receive from their employer.
How much do I have to pay an employee if they’re off work due to poor mental health?
Entitlement to pay while absent due to mental health issues is the same as if someone were absent due to physical problems. In the UK, the amount of pay received while off work due to poor mental health will depend on several factors, such as employment contract and length of service.
If the employee has a contractual entitlement to sick pay, they may be entitled to receive this pay while off work due to poor mental health. The rate of sick pay and the duration it is paid for will depend on the terms of their employment contract.
However, if the employee is not entitled to contractual sick pay, they may be eligible for Statutory Sick Pay (SSP) from their employer. The details of this can be found here.
We hope you found this guide useful. If you would like support with improving workplace mental health in your organisation, please do contact our team on 0330 223 5253 or office@fitzgeraldhr.co.uk.
