Mental Health and the Workplace
This week is Mental Health Awareness Week (12 – 18 May) and according to statistics published by the Mental Health Foundation mental ill health is now the most common cause of work-limiting conditions among those aged 44 years and younger. The data also reveals that working conditions and environment are having a significant impact on mental health with an estimated 875,000 workers suffering work-related stress, depression or anxiety, resulting in 17.1 million lost working days and costing approximately £51 million in costs to UK employers.
Work-life balance
71% of employees report working outside of their expected hours at least weekly, and 75% report being available even when taking annual leave. Setting and maintaining work boundaries clarifies responsibilities and expectations for both employers and employees.
Employers should promote open communications and a culture encouraging employees to feel comfortable to discuss work related stress, boundaries and work/life challenges.
Setting boundaries
Boundaries at work should be communicated clearly and confidentially. Companies can significantly support employees in setting healthy boundaries by:
- Clearly outlining expected working hours, including any after-hours communication guidelines.
- Establishing rules for using communication tools like e-mail, whatsapp, along with reasonable response times, so employees don’t feel like they have to be online all the time.
- Ensuing employees understand and can utilise their annual leave entitlement and related benefits, encouraging them to take the breaks they need to recharge.
- Lastly, clearly defining performance expectations and roles.
Mental health challenges
To effectively support employees experiencing mental health challenges, companies need to implement comprehensive, empathetic, and proactive policies.
This begins with cultivating a culture of openness and understanding around mental health issues, ensuring that employees feel comfortable discussing their needs without fear of negative consequences.
HR leaders should focus on providing robust training for managers to sensitively handle mental health discussions and recognise early signs of distress.
Additionally, employers should offer flexible work arrangements and accessible mental health resources, such as counselling or employee assistance programs, to aid employees in managing their well-being.
Leave of absence
When an employee takes a leave of absence, clear communication and support from HR and managers are essential. This should include having a structured plan for a return to work tailored to the individual employee’s needs and circumstances. Regular communication can further ensure that employees feel supported and connected to the workplace.
Policy in the workplace
In spite of the disruption that mental health problems can cause in the workplace and the legal duties that reside with the employer regarding the health and safety of employees, many companies do not have a formal policy in place. Such policies are not just important, they are also beneficial to support everyone with navigating stress and mental health illnesses at work. Many employers in fact do they know enough about their legal position and obligations with regards mental health in the workplace.
Need help?
Workplace stress and mental health issues cannot be ignored. If you would like advice on developing mental health policies tailored to the needs of your workplace, we can help.
If you would like to discuss this or any other employment law matters, contact us on 0121 698 2200.
Please find below links to some further resources.
https://www.sydneymitchell.co.uk/news/mental-health-awareness-week-%E2%80%93-acas-guidance-employers
https://www.sydneymitchell.co.uk/news/mental-health-workplace-0
