World Mental Health Day 2024: ‘It is Time to Prioritise Mental Health in the Workplace’.

World Mental Health Day 2024: ‘It is Time to Prioritise Mental Health in the Workplace’.

Every year, World Mental Health Day is celebrated on 10 October. This year’s theme as set by the World Federation of Mental Health is ‘It is time to prioritise mental health in the workplace’.

The purpose of World Mental Health Day is to raise the awareness of mental health and to drive positive change. It is an opportunity for employers to continue the conversation around mental health with their employees and to ensure that mental health is a high priority for their business year-round. Employers should provide a working environment in which employees feel confident that they can seek help with their mental health at work without judgement, just as they would ask for any other work-related resources to help them perform their job role.

It should come as no surprise that our mental health can be impacted both positively and negatively by our work. Many positive mental health benefits can be derived from our work, for instance, an increase in our self-esteem, a sense of purpose and fulfilment and making new connections, both within our own workplace and also at networking and marketing initiatives or through contact with clients, customers, contractors and suppliers.

For some individuals however, work or the workplace will have a negative effect on their mental health, giving rise to stress and anxiety and even contributing to a worsening of existing mental health symptoms.

The Statistics

It is estimated that 15% of UK workers have an existing mental health condition.

Statistics from the Health & Safety Executive (HSE) showed that in 2022/23 875,000 workers were suffering from work-related stress, anxiety and depression.

Statistics from the Office for National Statistics (ONS) released in April 2023 showed that in 2022, poor mental health was the fifth most common reason for sickness absence.

Poor mental health is the most common cause of ‘work-limiting’ conditions in those aged 44 and under, restricting the type of work or amount of work individuals are able to perform. Over the past ten years, the number of workers in the 16-34 age group who reported that their poor mental health limited the type of work they could do has more than quadrupled.

What Steps Can Employers Take in their Workplaces to Ensure that Mental Health is Supported?

In order for mental health to be a top priority within the workplace, there are many practical and proactive steps that employers can take to provide mental health support and to ensure that their employees understand what mental health support is available to them both within the workplace and externally. This information can be included in a Well-being and Stress Policy.

Step 1. Keep mental well-being a year-round conversation by supporting different campaigns to reduce stigma and raise awareness. Mental Health UK provides a Mental Health Awareness Calendar which highlights key awareness dates held throughout the year to raise awareness of mental health and the problems faced by those living with mental illness. Encourage all levels of staff to speak openly and honestly about mental health when they feel able to do so to break down the stigma. This will encourage people to seek help.

Step 2. Organise or encourage wellness activities for employees to encourage them to think about their own well-being and self-care. If possible, make time for this during the working day. The daily pressures of work mean that many employees are often too busy with work and the daily demands of their lives to stop and think about their mental health or well-being.

Step 3. Train managers on mental health awareness to give them the tools and knowledge they can use during difficult conversations. Teach them to recognise the warning signs that someone might be struggling. The training should help managers to identify what adjustments may need to be considered or put in place to meet an individual’s particular needs. It is vital that managers understand that there is no one-size-fits-all solution. Every employee’s situation will be different and the journey to offer support with the aim of resolving the situation will require a tailor-made solution.

ACAS offer free online training and many other resources to support mental health at work. Managers should also be aware that any hybrid workers may need extra guidance with managing any work anxieties and their time.

Step 4. Ensure that check-ins/one-to-one meetings are held regularly and are meaningful. Asking an employee how they are feeling and making it clear that their manager is interested in their response strengthens relationships and offers employees the opportunity to talk openly should they wish to. Holding such meetings regularly should ensure that any concerns can be dealt with at an early stage.

Step 5. Ensure that the business’s expectations of its employees are realistic. Employers are encouraged to consider whether performance targets and deadlines set for employees are achievable within contracted working hours. Unrealistic expectations, particularly over a sustained period, can lead to stress and anxiety and ultimately to burnout.

Step 6. Be aware of uncharacteristic behaviour at work. Take the time to build a good working relationship with employees so that any unexpected changes in their demeanour will be noticed.  Be alert to any change in an employee’s attitude to their work, a general change in their mood, a sudden drop off in their performance, a lack of willingness to engage with colleagues or tasks or to attend one-to-one meetings/check-ins. Put time aside to have a chat with employees to understand what might be causing any such changes.

Step 7. Provide accessible mental health support. Remind employees regularly about internal support services such as Employee Assistance Programmes. Consider providing regular well-being webinars to show a commitment to making mental health within the workplace a priority for all.  Key areas to focus on could be general well-being, adapting to change, stress and anxiety or financial wellbeing. Signposting breathing & relaxation techniques, nutrition and exercise to promote good mental health as well as the confidential services offered by an Employee Assistance Programme may be helpful.

Step  8. Peer Support. People sometimes find it easier to speak to someone who isn’t their Manager. Introducing Mental Health First Aiders or Champions within the workplace enables employees to support one another outside of the formal line-management structure.

Step 9. Consider offering Mental Health Days. Taking time off can be just as essential to preserve and restore mental health as it can for physical health. Employers might consider including mental health days in paid leave policies. Leaders should regularly highlight this and use it themselves if required so that the rest of the workforce doesn’t think the policy is only there as a tick box exercise or for the sake of appearances.

Step 10. Where possible for the business, offer well managed flexible working arrangements such as a flexi-time scheme or hybrid/remote working to demonstrate an understanding that healthy work/life balance is crucial for mental health well-being. When considering applications for a work pattern of mainly remote working, employers should ensure that effective communication measures are in place to mitigate issues such as isolation. For example – book in team lunches, team activities or have some meetings in person.

All employees deserve a safe and supportive workplace. Although much progress has been made in supporting mental health, there is still much to be done to destigmatise poor mental health and to establish a positive, open mental health culture within workplaces.

For more information and guidance on managing mental health in the workplace, please contact a member of the GatekeeperHR team on gatekeeperteam@rixandkay.co.uk.