You’re looking at this feature because you want to master Employee Mental Health Initiatives.

Mental health problems affect around one in four people in any given year. They range from common problems, such as depression and anxiety, to rarer problems such as schizophrenia and bipolar disorder. Management should promote a company culture that encourages openness and acceptance. Employees who feel safe and supported will be more engaged and more likely to seek out the support they need. Organisations can make use of Occupational Health services like the government’s Fit To Work service and professional third parties and charities to address health problems and make any necessary adjustments in the workplace. Managers need to keep in mind that it is important for your employees to have somebody to talk to, but it doesn’t have to be you. If the answer is not you, rather than take it personally, be happy that they’ve got a resource. One in five people will experience ‘mild to moderate’ mental health conditions, such as anxiety and depression. A smaller percentage will experience episodes of more severe mental health conditions; for example, psychosis or thoughts of suicide. Recognise that we all have mental health, and we all feel overwhelmed at times. Anticipate times when people might be under stress either for work or personal reasons and encourage support and self-care at those times.



Employment advisers can work alongside therapists, providing information, advice, and guidance to help people suffering from mild to moderate depression and anxiety to remain at or return to work, or gain new work. Encouraging a good work/life balance, developing good communication, supporting flexible working practices, and promoting positive working relationships and social activities are also important. Just as the workplace can promote good mental health through meaningful work, work can harm mental health through poorly designed jobs and exposure to workplace hazards and risks Not giving enough feedback may be because an employee is afraid of speaking out. For employers not investing in wellbeing initiatives, how to manage an employee with anxiety can be a difficult notion to comprehend.

Create Opportunities For Coaching, Learning And DevelopmentLarger employers can and should demonstrate accountability by nominating a health and wellbeing lead at Board or Senior Leadership level, with clear reporting duties and responsibilities. All employers can and should evelop mental health awareness among employees by making information, tools and support accessible. Unresolved mental health issues may cause absence, loss of productivity and high staff turnover, and it is employers who bear the associated costs once they hit the bottom line. Organisations that take meaningful action to promote employee wellbeing will, therefore, enjoy a competitive advantage over those that don’t, or that merely pay lip service to it. Good mental health at work makes employees more productive and therefore has a significant impact on how a business performs. Poor mental health at work imposes a direct cost on employers of £33bn-£42bn a year, according to the Government-commissioned Stevenson-Farmer Review. Any company choosing to make mental health at work a priority within their organisation, and looking to implement initiatives to promote good mental health, should first be able to measure what is intended to be managed. Whether you have a job that leaves you rushed off your feet or one that is monotonous and unfulfilling, the most effective way to combat job burnout is to quit and find a job you love instead. Of course, for many of us changing job or career is far from being a practical solution, we’re grateful just to have work that pays the bills. Whatever your situation, though, there are still steps you can take to improve your state of mind. Subjects such as workplace wellbeing support can be tackled by getting the appropriate support in place.

You cannot talk about an employee’s mental health condition with other members of the team or anyone else, unless that employee has given you permission. If there is an impact on the team, ask the employee what they would like you to tell their colleagues. This may be just that they are currently unwell and what work arrangements have been put in place. Not only does work give us the money we need to live, but it also provides social contacts and support, keeps us physically and mentally active, allows us to develop and use skills, gives us social status, a sense of identity and personal achievement, and provides a way for us to structure and occupy our time. Many companies implement stress management programs — and that’s a good start. However, using surveys to improve mental health at work builds morale and shows that leadership cares. Not flagging a problem as soon as it's spotted may be because an employee is scared of speaking out. Experts continue to learn more about mental health as more research is carried out. And as our understanding of mental health issues evolves, employers may have to adjust their policies and practices. Organisations can make sure their employee benefits package provides support for workplace wellbeing ideas today.

Overall Mental HealthThere should be regular catch-ups and one-to-one meetings in the workplace. Line managers should feel obliged to raise concerns with their immediate charges, and if the employee still isn’t prepared to admit anything is amiss, the issue should be raised up the line. Employee mental health benefits offer additional support for those suffering from burnout, stress or depression. If a person‘s mental health problem requires them to be absent from work, as an employer you should ask the person what they would like their colleagues to be told. This remains a sensitive area and many people worry about discussing this with colleagues when they return to work. Often during trying times, employees need help with coping skills, managing stress, and building up resilience. Strengthening their overall mental fitness is important for them to be both happy individuals, but also productive contributors to your team. Your approach to mental health will need to be reflective of the nature of your business and your workforce. Researching the approaches that other organisations in your sector are taking is a valuable exercise and can provide useful insights to help you develop your own strategy. An opinion on employers duty of care mental health is undoubtebly to be had in every workplace in the country.

To empower employees to improve their health and wellness at work, there needs to be a shift in the way that wellbeing solutions are provided. That means changing how your organization approaches employee wellbeing on every level. Rather than thinking about wellbeing as a beneficial add-on, it’s time to place it front and centre in everything your organization does. Great business starts on the inside and it's your people who are fundamental to everyday working and growth. The healthier your team are, the healthier the business. But can you honestly say that you can spot the signs of workplace depressions on an individual basis? The majority of people want to discuss mental health at work. Growing evidence supports the links between employee engagement and well-being, resilience and absence, as well as work engagement being associated with higher levels of psychological well-being. Germany’s ‘Psyche’ Work Programme is a nationally-led programme, in partnership with insurance companies to reduce work related mental ill-health. This programme will aim to ensure that 6000 labour inspectors are qualified in psychological stress and strain at work and can conduct reviews of workplace mental health. These reviews will consider factors including how an employer assesses the mental health of their employees and the risk of facing trauma. Thinking about concepts such as managing employees with mental health issues is really helpful in a workplace environment.

Broader IndicatorsIf your corporate space allows, provide a room or an area that encourages headspace or downtime. If not, encourage your staff to take regular breaks away from their screens. Stretch those legs, get some fresh air and be present in nature. Mental wellness at work is an essential part of overall well-being that is often overlooked. Any job can be stressful, even if you love what you do. Some stress can be healthy, such as motivation to perform well, but long-term and unmanaged stress can be harmful to both physical and mental health. Employers need to communicate clearly through policies on stress management or mental health that people with issues will be supported and outline what help is available, as well as being clear with employees about relevant ill health and capability procedures. Check out supplementary particulars about Employee Mental Health Initiatives at this World Health Organisation link.

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