Supporting Mental Health in the Workplace

Supporting Mental Health in the Workplace

Mental health has been defined by the World Health Organisation as “a state of mental well-being that enables people to cope with the stresses of life, realise their abilities, learn and work well, and contribute to their community”. It is about how a person thinks, feels, and behaves. When there is a shift in an individual’s mental health position, or they experience an event that undermines their state of mind, such as bereavement or work-related issues, they may experience a mental health condition such as anxiety and depression.

According to the Health and Safety Executive (HSE) statistics on work-related ill health and workplace injuries, there were an estimated 914,000 cases of work-related stress, depression, or anxiety in 2021/22. Also during 2021/22, an estimated 17 million working days were lost due to work-related stress, depression, or anxiety which constitutes over half of all working days lost due to work-related ill health.

Employers should do all they can to understand and support the mental, as well as physical, wellbeing of their staff, and create a mentally healthy workplace where staff can perform to their potential. As the charity Mind states in their guidance on Mentally Healthy Workplaces, “smart employers know that organisations are only as strong as their people”,

Legal Responsibility

Employers have a statutory duty, under Section 2 of the Health & Safety at Work Act 1974, to ensure, so far as is reasonably practicable, the health, safety, and welfare at work of their employees, as well as a common law duty. This includes the minimisation of the risk of work-related mental health issues. A breach of duty can result in both civil claims against an employer for damages, and criminal penalties.

Furthermore, employers need to consider the risk of discrimination where a mental health condition amounts to a ‘disability’ under section 6 of the Equality Act 2010 (EqA). The EqA protects staff from being treated less favourably because of their disability or anything arising in consequence of it, including in relation to the need for time off for treatment and sickness absence. The EqA also imposes a duty on employers to make ‘reasonable adjustments’ to alleviate any disadvantage suffered by the employee as a result of their disability. The cost to a business of breaching the EqA could be very expensive!

How to create a mentally healthy workplace

Removing the stigma around mental health and creating a workspace where staff feel comfortable discussing mental health and wellbeing issues increases staff morale and performance. It can also reduce sickness absence and staff turnover, and instead allow for increased productivity and efficiency.

Employers can raise awareness of mental health and wellbeing, and support staff, in the workplace by:

• Consulting with staff on how they perceive the working environment and culture, and listen to their views and suggestions for change.
• Provide training to management to build their confidence in interacting with those who may be struggling.
• Provide training to the wider workforce to encourage staff to talk more freely about mental health.
• Introducing/updating current mental health and wellbeing policies and procedures so they align with best practice guidance.
• Introducing Mental Health First Aiders, who can raise awareness of mental health and wellbeing, reduce the stigma around mental health, and promote early intervention. This also provides staff with a key-contact who they can speak with confidentially.
• Publicising available support such as Employee Assistance Programmes or occupational health.
• Encouraging a good work/life balance by supporting flexible working practices.
• Promoting social activities

The cost of not acting

Failing to support the mental health of staff is costly and can lead to:

• Lower productivity
• Higher levels of absenteeism
• Higher levels of staff turnover, and consequently recruitment costs
• Increased conflict between staff
• Grievances
• Litigation

If your organisation would like to discuss how it can better support staff or any concerns relating to the mental wellbeing of your workforce, please contact the Employment Team on 0208 290 0440.