The importance of addressing mental health issues with employees has never been higher up the business agenda.
Mental Health Awareness Week takes place from May 18-24 and with research suggesting approximately one in three of us will experience mental health problems at some point in our lifetime, employers should consider it a priority in the workplace.
The statistic highlights why it is so important that employers recognise the impact that mental ill health can have on their workforce and take a proactive approach to mental well-being.
This is especially relevant currently during the unprecedented COVID-19 lockdown period we find ourselves in where many staff may be working alone, experiencing extra pressures or have been furloughed and face an uncertain future.
Wake Smith employment solicitor Briony McDermott said: “Mental illness costs employers in the UK up to £30 billion each year in lost production, absence and recruitment costs according to ACAS. In addition, there are clear links between mental ill health and poor employee engagement, as well as a deterioration in working relationships between staff and productivity.
“Mental health in the workplace is now being taken very seriously.
“Employers need to take steps to re-educate their workforce and encourage a safe environment in which mental health can be discussed honestly and openly.
“Businesses are now being encouraged to consider well-being policies in their every-day work with research confirming links between developing an employee engagement culture and improved communication and productivity.
“A positive approach means businesses can make huge advancements in breaking taboos around mental health. It needs to be a priority in the workplace, just as physical health has been in recent years.”
In order to try and take a proactive approach towards mental wellbeing, some of the things to consider as an employer are:
• Understand what mental health encompasses and consider the risk of work-related stress and mental health issues affecting your employees in the workplace. Be aware of your legal obligations, such as the duty to make reasonable adjustments for staff who are suffering with their mental health.
• Educate staff on mental health to help remove the stigma. This can take many forms, including talking regularly about mental health issues with staff, training your management team on how to deal with mental ill health issues which may arise and ensuring all staff are provided with mental health awareness information including details of available support.
• You might consider having a member of staff train as a mental health first aider so there is a clear point of contact for staff who may be going through a difficult time. Getting involved with Mental Health Awareness Week is a great place to start, and the Mental Health Foundation have various ideas on how you can do this on their website.
• Consider implementing a mental health policy and undertake a review other relevant policies, such as your bullying and harassment policy.
• It is crucial to support the mental health of yourself and your employees whilst home working. The lockdown period can take a toll on the physical and mental health and wellbeing of your employees. In addition to the measures taken to limit the spread of the virus, employers, wherever possible, need to support and prioritise mental health and wellbeing in the face of these difficult circumstances. This can help their employees cope with the current situation, reduce anxiety and stress, and keep them focused on their work.
• Look at better work/life balance which would make a positive change - could you review your flexible working arrangements?
Briony added: “Whilst employee well-being is an important aspect of any business due to the impact it can have on productivity and, therefore profitability, unfortunately there is not a one-size-fits-all approach.
“The appropriate approach to take, and how you manage mental ill health, will, of course, differ depending on various factors such as your organisation and the industry in which you operate.
“Please contact us if you need any help with managing staff with mental health problems or you need support with your policies and procedures.”
Wake Smith can advise on employer’s duties, managing change and working time regulations as well as offer practical advice on issues surrounding mental health in the workplace.
For further information call Briony McDermott at Wake Smith Solicitors on 0114 266 6660.
