How to manage your employees’ mental health at work

Managing mental health at work has become a critical responsibility for managers, employers and business owners – not only is it essential to the wellbeing of your employees, but it’s vital for maintaining productivity and creating a positive workplace culture. According to Mental Health UK’s 2024 burnout report, 91% of UK adults experienced high or extreme levels of pressure or stress in the last year, leading to 20% of workers in the UK needing to take time off work – which equates to an estimated 17.1 million working days lost in a year.

The mental health charity Mind also reported that work is the most stressful factor in people’s lives, bigger than debt or financial problems. This really highlights just how important mental health initiatives are in the workplace.

Mental health issues in your workforce can lead to increased absenteeism, reduced productivity and decreased morale. But tackling these issues head on can lead to a happier, healthier workplace where employees feel supported and valued.

 

Recognising mental health issues

Identifying mental health issues early on can make a big difference. Look out for these common symptoms:

• Changes in mood or behaviour
• Decreased performance
• Increased absenteeism
• Withdrawal from colleagues
• Signs of stress or anxiety

It’s important to note that mental health issues look different in everyone – these are just the most common signs. You need to make sure you’re doing more to find out how people are really doing, like regular one-to-ones and fostering an open door policy.

 

Strategies for addressing mental health at work

Provide resources and support

One of the most effective ways to support your employees is by providing access to mental health resources. This could include an Employee Assistance Programme (EAP), regular workshops on things like mindfulness or preventing burnout, or practical tips on improving mental health. You could do this by partnering with external professionals or providing wellbeing apps or tools subsidised by the company.

Do a stress risk assessment and develop a mental health policy

It’s actually a legal requirement in the UK for employers to carry out stress risk assessments – so if you haven’t already done this, now’s the time. This is crucial so you can see which areas of the working environment and their duties might cause more stress for your workers, and it’ll mean you can develop ways of reducing this. Remember to get your employees’ input on this, as they will have valuable opinions on where stress comes from in your organisation.

Create a clear workplace mental health policy that outlines:

• Support systems in place like the ones detailed above
• Steps for reporting mental health concerns
• Commitment to non-discrimination and confidentiality

Make sure all employees are aware of this policy and how to access support.

Under the Equality Act 2010, mental health problems can count as disabilities, so you might have an obligation to make reasonable adjustments to support your staff and make sure they’re not being treated unfairly or facing extra challenges because of their condition. Having solid policies and proper risk assessments in place can help you meet these responsibilities and cut down the risk of complaints or legal issues.

Train leadership and staff

Spotting the signs of distress early is vital to identifying and addressing issues before they become more serious, so you could consider implementing mental health awareness training for managers to help them spot the signs. This will also help them have sensitive, constructive conversations with employees about mental health. Plus, offering mental health awareness training to all staff reduces stigma and encourages peer support.

Implement flexible work arrangements

Flexible work arrangements can reduce stress and improve work-life balance for many employees – plus, it helps employees to feel safe and valued. Consider allowing remote work, flexible hours or compressed working weeks to accommodate employee needs.

Creating a positive work environment

A positive work environment encourages employees to thrive both personally and professionally. Foster an open culture where employees feel comfortable discussing mental health issues or asking for support, and make sure you’re encouraging work-life balance. You could also use surveys or focus groups to understand employee concerns better and adapt policies to their needs.

Commit to long-term change

Regularly review and adapt mental health initiatives based on workplace changes and employee feedback, and make sure you’re staying up to date on best practices. This could include getting involved with charities that support workplace mental health initiatives.

 

Citation – here to help you help your workers

Building a supportive workplace culture isn’t just good for your employees – it’s good for business, too. So, if you’re ready to create a healthier work environment contact us today, or fill out the form on this page and one of our experts will be in touch to see exactly what your business needs.

We have a range of Health & Safety services available to businesses like yours, granting you access to expert Health & Safety consultants who are available 24/7 to provide you with H&S advice.