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Every business, regardless of industry, should aim to take mental health and workplace wellness seriously, and it’s an area that requires consistent attention and improvement. Although Mental Health Awareness Week is coming to a close, the topic is no less relevant, and there’s no reason it shouldn’t continue to be discussed throughout the rest of the year. Employee recognition software experts Mo recently discovered that data from the Department for Work and Pensions presents a grim image of the UK’s current situation – one in which more than 20,000 of us miss work every month due to poor mental health.

At the end of April, Rishi Sunak addressed those out of work as a result of poor mental health, noting that while they should be given the care they require, they should not be told they are unable to work. Labour Party leader Sir Keir Starmer also described his plans to “overhaul” the country’s mental health policies. 

No matter your political affiliation, the promotion and support of positive mental health in the workplace should be at the forefront of the minds of HR teams, managers, and business leaders – each of whom have the power to impact positive change. And it’s in their best interests, too – a positive culture is the cornerstone for satisfied staff.

The following are some approaches and considerations your boss can make when addressing mental health in the workplace – all with a view to making everyone’s lives that little bit easier.

Strategies for Enhancing Workplace Mental Health
Better Access to Mental Health Resources
Given the large increase of 275,000 cases of work-related stress or anxiety since the pandemic, companies have to acknowledge and appreciate the demands placed on their employees, and offer them appropriate and accessible mental health resources and support systems to cope with this. This effort might include services such as counselling and stress management classes, as well as cooperation with mental health professionals.

Performance Statistics

Employee performance data can be extremely helpful as a tool to identify employees who may be suffering a decline in their mental health. If your organisation monitors employee performance, time management, and job quality, it’s worth looking at these as more than just a means of “keeping tabs” on your workforce. A decrease in any of these areas could suggest that someone requires support rather than disciplinary measures.

This is a difficult landscape to navigate of course, and it should be approached with caution; according to a report from the American Psychological Association, slightly more than half of employees monitored by their employer experience stress as a result of being monitored. By explaining your objectives to your employees, and reassuring them of the positives that come from your monitoring measures, you can ensure that they realise that performance monitoring is intended to be a constructive tool, and not a kind of micromanagement motivated by mistrust.

Policy Reforms for Mental Health

Businesses could additionally take a cue from recent political discourse, and alter internal procedures to better aid their staff. Treating mental health issues more effectively could be as simple as shaking up sick leave rules. “Duvet days” have become the norm in many workplaces, allowing employees to take a sick day with no questions asked. These days are designed for situations where a person, though perhaps physically capable of working, may not feel emotionally or psychologically prepared for the day.

Training, training, training

Managers, and their ability to connect with employees in a fair and constructive manner, can make or break the feelings of support for those battling with mental health. In addition to learning to detect indicators of mental distress, management staff should develop a compassionate approach for dealing with it. The rising number of work absences due to mental health emphasises the importance of striking a careful balance between employment and mental health needs.

Useful training resources

Mental health charity Mind provides a number of training choices based on individual needs, both in-person and virtual. Their courses cover topics such as developing mental health awareness, providing a supportive work environment, and how to be there for someone who is struggling with mental health.

Mental Health UK’s Workplace Mental Health Program is intended to help companies develop a psychologically safe workplace. It provides tailored training and mental health champion programmes based on each company’s unique needs.

Bespoke Mental Health offers online workshops and webinars on evidence-based psychological therapy, both live and on demand.

Creating a supportive culture

Whether you’re aware of it or not, there is a heated and ongoing debate on the internet as to whether or not employees should disclose their mental health to their employers. While many say that it can only be a good thing, others are concerned about how their employer will perceive them, and the possibility of a shift in perceptions of their ability to fulfil their responsibilities. 

An openly honest and supportive corporate culture is clearly necessary in today’s world. Regular mental health awareness seminars, fostering open conversations about mental health, and destigmatising mental health issues in the workplace are all necessary initiatives.Employees should feel comfortable speaking up and seeking help without fear of being judged or facing unfavourable consequences. 

Looking Ahead: There’s Work to Be Done

The evidence is clear: the mental health crisis affects not just public health but also company productivity and employee satisfaction. Today’s business leaders and managers have an obligation to adopt and advocate for mental health practices that not only help employees manage their mental health, but also contribute to a more dynamic, engaged, and productive work environment.  

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