Mental health in the workplace

All employers have a duty of care to do all they reasonably can to support their employees’ health, safety and wellbeing.

The Equality Act 2010 makes clear that someone with poor mental health can be considered disabled if it has a substantial adverse effect on their life; lasts for at least 12 months and affects their ability to do normal day-to-day activities. If a worker is disabled, they cannot be discriminated against and employers must make reasonable adjustments such as allowing more rest breaks or supporting them to prioritise their workload.

Why should you create a mentally healthy workplace?

Benefits of a mentally healthy workplace include increased employee engagement, improved morale and a positive attitude amongst employees. This in turn leads to greater productivity, reduced sick days, better employee retention and a creative and successful work environment.

How to support your employees’ mental health at work

·      Promote work/life balance by encouraging employees to take breaks and use their holiday allowance while ensuring a healthy separation between work and home.

·      Provide resources such as employee assistance programmes and training for managers.

·      Create a culture that is open, honest and supportive. Address negative behaviours such as bullying and harassment.

·      Make reasonable adjustments to an employee’s workload, hours or environment to better support their wellbeing.

·      Monitor employee mental health through regular check-ins and identify any potential concerns early.

Need help?

At Warwick HR, we’re experts in helping businesses support their employees through mental health and wellbeing challenges.

Whether you need training, resources or help with creating new policies, we’re here to help you. Contact us to get started.

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