Mental Health Awareness Week will take place between 9th to 15th May 2022 with the official theme of “loneliness”. According to Mind, at least 1 in 6 workers experience mental health problems such as anxiety, low mood and depression.
How is this relevant in the workplace?
Problems associated with mental health can arise for a variety of reasons, however, we find that many instances originate in the workplace, for example, a failure to provide supervision, unreasonable workloads, working long hours with no rest breaks or annual leave, unrealistic expectations, lone working, poor management, change of role, lack of training or difficult relationships within a team.
Workplace problems can quickly escalate and so it is important, for both an employee and employer, to seek to resolve issues as soon as possible.
What might the effects of mental health have in the workplace?
We find that mental health problems may vary depending on the individual and the causal link, however, the following in particular have been identified:
- Loss of confidence
- Inability to concentrate
- Difficulty undertaking daily tasks
- Reduction in stamina
- Loneliness
- Change of behaviour
- Fatigue
- Physical manifestations such as low energy levels
- Diminished productivity
- Absence
- Inability to return to any form of work
- Impact on relationships and outside the workplace
Why is it important to focus on loneliness at work?
Loneliness can arise for a number of reasons, for example, because an employee feels unable to approach anyone with a problem or because they are feeling isolated working from home as a result of hybrid working practices.
Homeworking or hybrid working has been more widely introduced as a result of the Covid-19 pandemic and whilst many have welcomed the idea, equally others have found the transition to be difficult leading to feelings of being isolated with little support. Many arrangements were introduced immediately which did not allow an employee to adapt nor an employer to arrange for proper processes to be introduced. For those continuing to work in this way, an employer should be ensuring that there is a policy in place, that the situation has been risk assessed and that it is not having a negative impact on any existing mental health problems or creating new ones.
Roles should be monitored on a periodic basis by means of appraisal, reviews or team meetings, which will help to promote discussion and to identify any problems or support which is required.
Why should an employer be proactive?
An employer has a duty of care to its employees. Positively supporting and managing wellbeing in the workplace will help to ensure that staff are well, perform to their potential, will minimise absence levels and will maintain a good retention rate whilst encouraging new talent into the business. Organisations will generally perform better when its employees are healthy, focused and motivated.
What can an employer do to raise mental health awareness in the workplace?
There are many means of reducing stress in the workplace, for example:
- Promoting the commitment to staff wellbeing at a senior leadership level
- Developing mental health awareness among employees and keep it under periodic review
- Implementing a policy which promotes good mental health and how support can be provided
- Introducing and maintaining policies and procedures relating to, for example, health and safety, absence, how to manage a return to work, grievance procedures and equal opportunities
- Reviewing the working environment
- Listening to employees, recommendations from occupational health and medical advisers and acting upon them swiftly
- Promoting positive work relationships
- Educating employees, particularly managers, on how to identify mental health problems and what to do
- Ensuring that employees have good working conditions and that their roles are risk assessed periodically
- Reviewing the reasons for absence, including periods of self-certification, to identify any recurring patterns that might be linked to particular problems
- Considering how any changes to a new working pattern might impact on an employee, for example, isolation as a result of home-working
- Setting clear objectives and expectations
- Ensuring rest breaks and annual leave are taken
- Encouraging career progression opportunities where available
- Considering ways to improve morale, for example, making an employee feel valued especially when they have achieved something, such as the completion of a particular project
- Opening lines of communication with supervisory officers and line management as many problems can be resolved on an informal basis and at an early stage
- Having reviews and appraisals which can identify potential problems but also career progression objectives
- Ensuring that an employer understands its responsibilities and the implications for failing to do so
If you would like to discuss any of the issues in this blog, please contact us.
