How to promote positive mental health in the workplace and support employees

Despite one in four individuals experiencing a work-related mental health issue in their lifetime, there remains a significant stigma surrounding poor mental health, with conditions such as anxiety, depression, or stress often dismissed as excuses for subpar work performance.  

However, the truth is that mental health issues are alarmingly prevalent in the workplace, and these issues can severely impact individual productivity, leading to a decline in the standard of work. Forbes stated that in the UK alone, mental health problems cost the economy around £70 billion annually, with 91 million workdays lost due to mental illness symptoms. 

Given these staggering figures, it is imperative that employers take mental health awareness and management seriously. In fact, investing in mental health initiatives can result in long-term cost savings for employers. For instance, a recent WHO-led study found that for every US $1 invested in scaled-up treatment for common mental disorders, there is a return of $4 in improved health and productivity. 

To combat the stigma surrounding mental health and improve employee productivity, corporations must foster a culture of acceptance towards mental health challenges, which can lead to greater productivity among employees. 

What are the warning signs to look out for?

Recognising the warning signs of poor mental health in the workplace is crucial. These symptoms may manifest physically, psychologically, or behaviourally. Line managers should know the warning signs and be able to promptly address symptoms to prevent them from escalating and impacting individual, team, and business productivity.  

• Physical symptoms: Fatigue, headaches, indigestion, changes in sleep patterns. 
• Psychological symptoms: Anxiety, tearfulness, low mood, indecisiveness, loss of humour, illogical thought processes. 
• Behavioural symptoms: Increased smoking and drinking, withdrawal, irritability, restlessness, uncharacteristic errors, and uncharacteristic problems with colleagues. 
• Changed attendance patterns: Lateness, working long hours, taking leave at short notice. 

The causes of poor mental health in the workplace 

According to research by the CIPD, 70% of employee mental health problems are either directly caused by work or by a combination of work and home. Various factors contribute to employee poor mental health, including long working hours, unrealistic expectations, high-pressure environments, poor working conditions, negative relationships, and job insecurity. By acknowledging workplace triggers (including those listed below), managers can be aware of an employee’s exposure to them and the potential impact this will have.

How employers can support employee mental health 

As an employer, you must foster a culture of acceptance, to encourage open communication, provide opportunities for feedback, and foster a culture of empathy and understanding. You can do this in various ways, including: 

• Promote mental health awareness: Employers should raise awareness about mental health issues by providing education and resources to employees, including workshops, seminars, and informational materials that address common mental health concerns, reduce stigma, and encourage open dialogue. Ensure that this is up-to-date information regarding the prevalence of mental health and what the steps are to manage it on a personal and collective level.
  
• Offer Employee Assistance Programmes (EAPs): EAPs provide confidential counselling and support services to employees facing personal or work-related challenges, including mental health issues. Employers can partner with EAP providers to offer counselling, referral services, and resources to employees and their families.
• Promote work-life balance: Encourage work-life balance by offering flexible work arrangements, such as flexible or condensed hours. Encourage employees to take breaks, use their annual leave throughout the year, and prioritise self-care.
• Provide health and wellbeing benefits: Offer comprehensive health and wellbeing benefits as part of the employee benefits package, for example, coverage for therapy, private healthcare, gym memberships, or mindfulness activities. Ensure that employees are aware of their benefits and how to access them.
• Train managers and supervisors: Provide training to managers and supervisors on how to recognise signs of mental distress in employees, initiate conversations about mental health, and provide appropriate support and accommodations, creating a supportive and inclusive work environment.  You may want to consider appointing mental health first aiders equipped with practical techniques to support those who may be struggling.
• Offer stress management resources: Provide resources and programmes to help employees manage stress effectively; this can include stress management workshops, mindfulness training, yoga classes, or access to relaxation and meditation apps.
• Lead by example: Demonstrate commitment to employee mental health by allowing leadership to prioritise their wellbeing, model healthy work habits, and openly support mental health initiatives within the organisation. Employers must lead by example to show employees that mental health is a priority.   

In conclusion, mental health in the workplace cannot be overlooked. Employers must take proactive steps to promote mental wellbeing and support employees facing mental health challenges. By fostering empathy, equipping employees with resilience-building strategies, and creating supportive work environments, organisations can enhance employee wellbeing and cultivate a healthier and overall, more productive work environment.