Managing mental health in the workplace
As we approach Mental Health Awareness Week from 15 – 21 May 2023, how does an employer manage mental health in the workplace?
As an employer, it is important that mental health is managed effectively, as a failure to do so can lead to low morale, increased absences and, of course, a breach of your duty as an employer to support your employee’s health, safety and wellbeing.
Stacey Cox, Director & Head of Employment Law & HR Services at Wake Smith Solicitors, looks at the issue, with a focus on practical low-cost tips for the management of mental health in the workplace.
We are very much aware that with the rising cost of living employers sometimes do not have the luxury of large budgets to spend on mental health.
Some practical low-cost tips that can help when managing mental health include:
- Producing, implementing and communicating a mental health at work plan. This should promote good mental health for all employees and outline the support available for those who may need it.
- Developing mental health awareness among employees. This should be done by making information, tools and support accessible.
- Encouraging open conversations about mental health and the support available when employees are struggling. During the recruitment process, and at regular intervals throughout employment, appropriate workplace adjustments should be offered to employees who need them.
- Providing employees with good working conditions and ensuring they have a healthy work life balance and opportunities for development.
- Promoting effective people management through line managers and supervisors. All employees should have regular conversations about their health with their line manager, supervisor or organisational leader who should, in turn, be trained in effective management practices.
- Routinely monitoring employee mental health and wellbeing. Employers need to talk to employees and identify and understand risk factors.
Mental health conditions can be classed as a disability under the Equality Act 2010. If the condition is long term (lasts or is likely to last longer than 12 months) and substantially affects an employee’s ability to carry out their normal daily activities then it is legally likely to be classed as a disability. Therefore, it is important that as an employer if an employee is likely to be considered disabled you:
- Do not discriminate against the employee;
- You make reasonable adjustments to alleviate any disadvantage caused.
It is always advisable to work with the employee to agree any adjustments needed and sometimes it is something very simple that is needed, for example, allowing extra breaks, that alleviates any disadvantages for the employee.
If a mental health condition results in an employee’s absence, then this should be managed in accordance with your absence procedure.
If you require any advice on the contents of this article, call our friendly employment team on 0114 224 2027 or email [email protected]
