Member for
9 months, 4 weeks
Time zone
Europe: London

What exactly do you perceive about Employer's Mental Health Programs Approaches? Well, optimistically after reading this feature, you'll be aware of a lot more.

You’ve know how mental health is intimately connected with physical health and diversity. This means promoting mental health is inseparable from other efforts to create a good work environment. Aside from considering the financial investment in mental health at work, we also need to look at how we can give ourselves permission as individuals to invest our time and energy in self-care modalities. Sometimes a potential employee won't tell you about their mental ill health. Indeed, some people with mental ill health are too frightened of discrimination to apply for jobs at all. It is vital, therefore, that employers make every effort to create an environment where potential new employees feel able to communicate their individual needs and abilities. Promoting wellbeing and tackling the causes of mental health problems will create an environment where staff can feel confident to talk to their manager. Organisations should be making employees aware of their legal entitlements regarding quality of work and working conditions. Employees should be made aware of their responsibilities for looking after their own mental wellbeing. For example, employees need to identify concerns and needs relating to support or improvements in the working environment. Engaged employees work more hours. Their work life spills over into their personal life in positive ways. People with high career wellbeing are more than twice as likely to be thriving in their lives overall.


Potential workplace triggers for distress include job insecurity or poor change management, high-risk roles and lone working. Educate managers about the signs of mental health problems and train them to respond appropriately. A caring conversation between a supervisor and an employee could be instrumental in encouraging an individual to get help. By focussing on how to build resilience at work at the individual level, you’re also creating a resilient organisation. Happy employees are engaged, motivated, and productive, able to adapt to changing and challenging circumstances and take the company with them. The most common impact of conflict at work is that people find it stressful – underlining the need for employers to foster healthy working environments that have a zero-tolerance approach to bullying. Even though it may not be easy to become an employee-centric company addressing workplace wellbeing support it is of utmost importance in this day and age.

Trust And Integrity Are Key Drivers Of Engagement

If an employee is living with a medical condition, you have a legal responsibility to consider making “reasonable adjustments” to enable them to remain in work. Most reasonable adjustments are simple and inexpensive, and are really just good people management and part of your general duty of care to your employees. But in some cases employees with a mental health condition may need further professional support. Charities such as Mind have a wealth of information to help you support your employees with stress and its impact on mental health. More importantly they have advice to help you prevent it becoming a problem in the first place. When we say mental health, we’re talking about the psychological and emotional wellbeing of someone. A positive mental state of mind is just as important as staying fit. Although the two are separate, they go hand in hand in ensuring we remain healthy throughout life. Being inclusive not only helps you to avoid discrimination claims, it also helps everyone feel psychologically safe so they can be more productive, collaborative and innovative. Valued employees are lost when employers do not invest in mental health. Staff turnover as a result of employees leaving their jobs due to mental health problems costs £2.4 billion each year. Don't forget to send out proper internal communications around managing employees with mental health issues in your organisation.

The business case for a positive mental health environment is clear: a work environment that promotes good mental health is socially responsible, cost effective, and helps attract and keep good employees. It also helps an employer’s bottom line and contributes to economic prosperity. Steps organisations can take to create a healthy workplace include understanding the opportunities and needs of individual employees, in helping to develop better policies for workplace mental health. Supporting mental health at work is a long game with results that will last for a long time. It’s a culture shift in the office which can be scary, but it’s something that’s necessary to humanize your employees and make them feel like they’re a part of something they want to be a part of. As more and more employees struggle with mental health, it’s important to debunk common myths, reduce stigma, and build the necessary skills to have productive conversations about mental health at work. If you don’t have the budget to invest in training, mental health employee resource groups are a low-cost way to increase awareness, build community, and offer peer support. When someone shares that they’re struggling, you won’t always know what to say or do. What’s most important is to make space to hear how your team members are truly doing and to be compassionate. They may not want to share much detail, which is completely fine. Knowing that they can is what matters. Communication that emphasizes that leadership cares about concepts such as employers duty of care mental health should be welcomed in the working environment.

On-site Mental Health Support

Employees dealing with different challenges require different types of support and the matrix helps business leaders identify that. For instance, an employee working through a diagnosed mental health condition may have different needs than an employee dealing with a personal situation. An employee confronting a trigger unique to the workplace requires a different type of support than an employee navigating intersectional challenges stemming from their perception around others' prejudices. We’re all different. It’s much healthier to accept that you’re unique than to wish you were more like someone else. Mental health interventions should be delivered as part of an integrated health and well-being strategy that covers prevention, early identification, support and rehabilitation. Occupational health services or professionals may support organizations in implementing these interventions where they are available, but even when they are not, a number of changes can be made that may protect and promote mental health. Burnout is a gradual process. It doesn’t happen overnight, but it can creep up on you. The signs and symptoms are subtle at first, but become worse as time goes on. Think of the early symptoms as red flags that something is wrong that needs to be addressed. If you pay attention and actively reduce your stress, you can prevent a major breakdown. If you ignore them, you’ll eventually burn out. Developing a plan to deal with mental health in the workplace is vital, both a specific plan to help an individual employee and a more overarching plan on how you deal with mental health in general. An opinion on workplace wellbeing ideas is undoubtebly to be had in every workplace in the country.

As an employer, you have a duty of care to look after your people's mental health. This means you must do all you reasonably can to support health, safety and wellbeing - and this includes stress levels. When having mental health conversations with team members at work, respect their privacy, as you sit in a position of influence. It is difficult for most people to achieve the six hours of social time they need if they don’t get some of it at work. The difference in total social time between an engaged and a not-engaged worker is less than one hour. Companies can lead by destigmatizing mental health as a topic and also taking a broader view of the company’s role. We can redefine mental health by focusing on solutions that help employees flourish personally and professionally, in addition to providing support and access for clinical care for those most in need. Perceptions of a “good” organizational climate are significantly associated with positive employee mental health outcomes such as lower levels of burnout, depression, and anxiety. Discussing ideas such as Wellbeing for HR is good for the staff and the organisation as a whole.

Mental Health Disorders

Don’t just say you support mental health. Model it so that your team members feel they can prioritize self-care and set boundaries. More often than not, managers are so focused on their team’s well-being and on getting the work done that they forget to take care of themselves. Voluntary health assessments can help employers better understand the mental health needs of their workforce by detecting symptoms of mental health disorders, such as depression and anxiety, and by measuring individual risk and assessing factors like stress. Workplaces that support flexible working, carers’ leave, childcare voucher schemes and other initiatives to support caring roles can have a big impact on staff mental health and productivity. Find supplementary info appertaining to Employer's Mental Health Programs Approaches in this Health and Safety Executive page.

Related Articles:">How Do We Understand More About Employee Mental Health Initiatives?">Invaluable Insights Into Mental Health In The Workplace Programs Mediations ">Questions Concerning Mental Health In The Workplace


Level progress


No solved problems yet.



No achievements yet.