How to address mental health concerns in the workplace
posted 03 Jul 24
With many employees afraid to open up about their mental health, People Management states, “Nearly half of UK employees fear being honest about their mental health in the workplace because they fear it could harm their career”. However, whilst this stigma around mental health continues, so does the cost to businesses and the economy. According to mentalhealth.org, 70 million workdays are lost each year in the UK due to mental health problems, at a cost of approximately £2.4 billion.
With employees being a company’s most crucial asset and one of the most significant expenditures, investment in employee health and wellbeing should be of the utmost priority. At Henderson Scott, we want to help you identify potential warning signs and triggers and provide you with some key tools that will help drive open conversations and ensure proactive management of employee health and wellbeing.
Key tools to address mental health concerns
1. Provide internal mental health resources
However small or large your organisation, providing mental health resources can help ease issues for the individual before it becomes more challenging to manage. Whilst communicating these resources internally demonstrates your commitment to promoting positive mental health and wellbeing and encourages open dialect around the topic. Whether you choose to package this information within a toolkit, employee hub, or via regular internal emails, the aim is to provide impartial and practical tools to allow individuals and managers to manage their wellbeing and that of their teams.
If you are unsure what this could look like for your organisation, Mental Health at Work, an online gateway developed by Mind, a mental health charity, is a great source for ideas, resources, and tips on all aspects of workplace mental health.
2. Make positive wellbeing a part of your company culture
To ensure your employees and leadership understand that wellbeing and mental health are important to your organisation, you must weave it into your company culture beyond internal mental health resources.
From acknowledging awareness days to encouraging team wellbeing activities and regularly promoting work-life balance, you want employees to know that they don’t need to sacrifice their mental health to lead a successful career.
To measure the effectiveness of the company culture you are cultivating, we recommend gathering regular feedback from employees through surveys, focus groups, or one-on-one meetings to understand their needs and concerns regarding wellbeing and mental health in the workplace. Use this feedback to make informed decisions and improvements.
3. Invest in mental health training sessions
With the historic stigma mental health carries in society, it can often take a lot of courage for people to share their experiences of mental health in the workplace. However, with the right levels of ongoing support, for example, training workshops and programmes, you can equip employees and managers with the skills to recognise signs of mental health concerns in themselves and their colleagues. Training encourages a dialogue of openness whilst early identification allows for timely intervention and support, potentially preventing more serious issues from developing.
According to Public Health England (PHE) and the National Institute for Health and Care Excellence (NICE) employers should provide all people managers with specific training and support in how to manage employee mental health. Despite this, only 30% of managers have received training on mental wellbeing at work, according to People Management.
4. Consider your remote and hybrid workers
Poor mental health can often be more prevalent for employees working remotely due to several factors, including social isolation, blurred work-life boundaries, limited support networks, and reduced physical activity. With home working more than doubled from 2019 to 2022, it’s crucial to consider the impact and support needed for remote and hybrid employees to help them establish healthy habits and routines, and how this advice differs from those who don’t work remotely. Ask yourself, do remote workers have access to the same career progression opportunities and learning and development as others in your company? Do they have chance to attend team socials or be part of team incentives?
Regular check-ins with remote or hybrid workers will also allow you to identify stressors and challenges and present a platform to work closely with them to establish an Wellness Action Plan if you feel this is required.
In conclusion, the prevalence of mental health stigma in the workplace persists despite its significant impact on businesses. Henderson Scott advocates for proactive measures as a priority investment to address mental health concerns, including providing internal mental health resources and training sessions which support individuals and managers. In 2024, it's also vital employers consider the challenges faced by remote and hybrid workers and provide tailored support to ensure their needs are met. By taking the above steps, we can foster environments where open conversations are encouraged and supported, ultimately contributing to a healthier and more resilient workforce.
If you have immediate concerns about yourself, a colleague, or an employee, there are several organisations you can contact to receive advice from health professionals, including Mentalhealth.org and Mind.
