It is important to support employees with mental health issues.

Mental health is not the taboo it used to be. But that doesn’t mean all employers understand the importance of how to manage mental health among employees.

Several studies show that mental health is an increasing issue for employers. There is some debate around the reason for this. Is it due to better knowledge making it less of a taboo subject? Or is it down to increasing workloads leaving employees stressed?

One study shows that 41% of workers are facing a significant increase in workload. But the fact there is more understanding of mental health could mean more people are happy to share their issues without the stigma.

According to the Mental Health Foundation, an estimated 15% of UK workers have an existing mental health condition. Its latest report shows that mental health is the fifth most common reason for sickness absence.

And it also reveals that mental ill health is now the most common cause of work-limiting conditions among those aged 44 and under.

It says there were an estimated 875,000 workers suffering from work-related stress, depression or anxiety. That resulted in 17.1 million working days being lost.

Why you need to support employees with mental health issues

It’s clear to see that mental health issues have a major impact on businesses. A Westfield Health study shows that in 2021, employees taking time off due to mental heath cost UK businesses £12.6 billion. 

So by being proactive, employers can help employees’ get the help they need and also reduce lost productivity through absence.

Adopting a supportive approach means employees feel confident in letting you know about any issues. And that can help reduce lost days through your employee feeling happier about returning without negative feelings. This alone can increase stress and mental health issues.

What can you do to support employees?

Understanding how to approach and talk to an employee with a mental health problem may appear to be tricky. But if you notice someone who is having problems, arranging to have a quick chat in an unthreatening environment will help.

Help the employee feel comfortable

When arranging a chat, it’s important to make the person feel comfortable. Many people are still uncomfortable when it comes to talking about mental health. But make sure you:

• Talk in private
• Are flexible about where and when you meet
• Keep the conversation positive and supportive.

The most important thing is to reassure your employee by being calm, supportive and patient. Be aware that issues outside the workplace can have a big impact on mental health, such as the loss of a relative or close friend. The employee might not talk about these situations so you may simply not know what they are going through.

Understand what support is available 

Most employees are not mental health experts. And you’re not expected to be. But there are resources and support to help employees.

You may have programmes that offer counselling for staff or mental health ‘champions’. Ensure they are aware of that support. If you don’t, then find out what external support networks are available before your conversation.

The conversation

When listening to your employee, be careful about how you approach your conversation. Give the person as much time to talk as they need.

You should always listen carefully and try to identify the cause. It’s best to keep your questions open ended. 

You must be careful about the language you use. Don’t use words like ‘suffering’. Such words are negative and insensitive. Instead, talk about concerns related to mental health. Using the wrong words can make things even more difficult for your employee. 

Always think about ways you can help; for example find out if they know about options for support at work. Or you can explain that they can ask for help with reasonable adjustments to their workload.

Agreeing to having time to think about your discussion before making decisions gives you both time to assess the options available. 

Keep it confidential 

It is important to reassure the person you are talking. Anything they tell you should go no further without their permission.

If you are getting help from support networks internally or externally, it is important that the employee knows those conversations will be confidential. You need them to feel positive about speaking to you and knowing you aren’t going to discuss their individual situation.

Of course, if you feel someone is at risk, you may need to speak to a professional. Or you may have an employee assistance programme who you can talk to.

If you feel anyone is in immediate danger you can call 999. 

As an employer, you have a duty of care to do whatever is reasonable and practical in situations involving an employee’s mental health.

We can help

If you need occupational health support, Shrewd HR can help. Contact our team today for more information.