Employers role in the mental health of staff
As an employer it is important to know that if an employee has an issue with their mental health, the employer has a duty of care towards them, just as they do with any physical health matter, it is incumbent on them to treat the matter seriously. This means, as a starting point, talking to the employee and seeing what support they need at work.
Mental health issues can come in many different forms and types; they can be chronic and have been present for a long time or come on quite suddenly, without much warning, and take the employee by surprise, even if the cause of the issue is a major one-off event or something that’s built up slowly over time.
Bipolar disorder, schizophrenia, depression, anxiety and stress are all mental health issues affecting UK workers, though stress is not officially classed as a medical condition (it’s effect on workplace wellbeing however can be huge). Each individual reacts to the various established mental health issues in a different way, and so management of the issues can be just as diverse from person to person. This is why creating an environment where workers can discuss mental health and personal wellbeing issues openly is so important.
UK law
What do we mean by employers having a ‘duty of care’? This entails having to do all that is possible and reasonable to support employees’ wellbeing, including their health and safety. This can include everything from protecting workers from various types of discrimination to undertaking workplace risk assessments and ensuring all working environments are safe to work in.
As some mental health issues can be considered a disability even when symptoms are not outwardly showing all the time, laws protecting discrimination against people with disabilities should be studied and always taken into consideration. Even if the issue your employee is having is not considered a disability, making adjustments to their working arrangements environment, whatever they may be, is a good idea; not only for the person’s wellbeing but also for your organisation, as staff who are happier tend to be much more productive.
How to help
The ways in which you can support an employee with mental health issues will depend on all the different variables at play, such as the issue in question and the personality type of the sufferer. Dialogue is crucial to establish what is going to work, but solutions may include: allowing them more rest breaks, giving them a quieter area in which to work, having more frequent meetings with them to discuss and prioritise work than you would normally, perhaps even adjusting work hours.
As an employer, treating mental health and physical health with equal importance is crucial. If workers feel comfortable talking to their senior staff about mental health concerns, especially early on, it is less likely that the issues will become seriously problematic. This makes for a better workplace, leads to less time off on sick leave, and fosters a healthier company culture generally; one in which staff wellbeing is – and feels – like a priority.