Mental health problems are more common than you might expect. In England, it’s estimated that one in four people will experience a mental health problem of some kind each year – and one in six reports a mental health complaint in any given week.
In the workplace, employee mental health can make the difference between a successful team and an unproductive one. But it’s not always easy for employers to know how to approach mental health issues amongst team members, let alone provide the right type of support.
Whether you’re new to managing a team or implementing new mental health strategies in your office, it’s always worth knowing the facts first – along with some tips on the best ways to support staff who might be struggling.
What is mental health?
For people of all ages and backgrounds, mental health is the way we feel, think, and our ability to deal with the highs and lows in life.
When we enjoy a period of good mental health, we’re more likely to have a strong sense of direction and purpose, along with ample energy to do everything we usually do. Additionally, dealing with challenges successfully and in a balanced way is another sign of good mental health.
If you have good mental health, you can usually:
- Cope with challenges and make the most of opportunities
- Maximise your potential in your skills and hobbies
- Immerse yourself in your community, your relationships, and at work
What are mental health problems?
Different mental health problems affect individuals in different ways, and sometimes they can be quite difficult to spot. Depression and generalised anxiety disorder are amongst the most common mental health conditions, but it’s important to educate yourself if you’re a manager.
As a rule of thumb, you should encourage an employee to speak up or seek support if you notice that they’re experiencing:
- Significant changes to their motivation or mood
- Difficulty maintaining or making new working relationships
- Challenges in keeping to routine or daily life
- Excessive tiredness
- Feelings of isolation or distraction at work
Mental health and the workplace: What does the law say?
All employers have a ‘duty of care’ for their employees. This means that they’re legally required to do everything they reasonably can to support and protect employee health, safety, and wellbeing.
This responsibility includes:
- Protecting staff against bullying and discrimination
- Carrying out thorough and frequent risk assessments
- Ensuring that the working environment is welcoming and safe
How to support your employees’ mental wellbeing
Employers should prioritise their responsibility to create a supportive environment at work. If managers and directors fail to provide sufficient measures to help protect the mental health and well-being of their team, employees have the right to pursue a claim for compensation against the business or certain associated individuals.
Fostering a non-judgemental, open culture is essential, and this can be achieved with a few proactive efforts from both management and their team:
- Genuine efforts to make sure employees feel listened to
- Encouraging natural, not forced, communication
- Giving employees a break
- Offering genuine flexibility and personal support where required
- Give employees access to counselling or cognitive behavioural therapy
Overview
Supporting employee mental health is a constant process that involves knowing how to spot the earliest signs of distress. Employers must be proactive in their responsibility to protect and support employees, especially those who might be more vulnerable.
