Supporting Mental Health Conversations in the Workplace

Mental health is a critical aspect of overall wellbeing. Sadly, conversations about mental health often remain taboo in many workplaces. This lasting stigma leads to a noticeable decline in the mental health and wellbeing of many employees. This is not only damaging to individuals, but also to organisations themselves. As reported by the Health and Safety Executive, on average, 22.9 working days per employee were lost to stress and, depression.

Organisations must break mental health stigma in the workplace to truly thrive. By creating a supportive and understanding environment, organisations can ensure individuals feel comfortable enough to seek mental health support. This will lead to a workforce who are happier, more engaged and more productive.

Why talk about mental health at work?

Cultivating a culture of openness where employees feel comfortable discussing mental health in the workplace and seeking support can only lead to greater organisational success. Here are just a few of the ways in which mental health discussions could benefit your organisation:

For individuals (H3)

Reduced stigma Normalising conversations around mental health helps to break down the stigma surrounding mental health conditions. This encourages individuals to seek support without fear of judgement of discrimination which can prevent further absences and decreased productivity levels.

Improved communication and engagement When individuals feel less stigmatised and are actively supported to discuss their mental wellbeing and seek support, it opens new avenues for effective communication. Besides feeling comfortable enough to seek support in times of hardship, it will also improve engagement and job satisfaction - reducing organisational turnover rates overall.

Greater resilience and self-sufficiency Through a greater understanding of mental health issues and effective support techniques, individuals are better equipped to understand their own mental health needs and develop effective strategies to manage their wellbeing in the long run.

For organisations

Enhance productivity It is reported that 52% of employees are more engaged and productive when their organisations provide them with mental health resources and support. This might be counselling or simple wellness resources. Having support in place can boost employee productivity, preventing presenteeism and boosting organisational success.

Improved employee retention When individuals feel valued and supported by their organisation, they are more inclined to remain with their organisation. As studies have found, organisations that cultivate a culture of openness see a 20% increase in retention rates.

Legislative compliance Employers have a legal duty of care under the Health and Safety at Work Act 1974 to protect their employees from hazards in the workplace. This includes safeguarding their mental health and preventing excessive stress. Through open communication, discussion around mental health and having the appropriate resources to support those who are struggling, organisations can boost success and remain compliant with UK legislation.

The Equality Act and Mental Health in the Workplace?

Following on from our previous point regarding UK legislative compliance, mental health discussions and support in the workplace can not only keep organisations compliance with the Health and Safety at Work Act 1974, but also the Equality Act 2010.

The Equality Act provides a robust legal framework for protecting individuals with mental health conditions from discrimination in the workplace. It is crucial for organisations to understand their obligations under this legislation to create an inclusive and supportive environment for all employees.

Key considerations

Mental health as a disability

The Act recognises that mental health conditions such as Autism Spectrum Disorder (ASD) and Attention-Deficit Hyperactivity Disorder (ADHD) - as well as a broad spectrum of others - as disabilities. This means that individuals with these conditions are protected from discrimination in areas such as recruitment, promotion and training.

Reasonable adjustments Following on from the previous section, organisations have a legal duty of care to make reasonable adjustments to accommodate the needs of employees with mental health conditions. These adjustments may include flexible working arrangements, providing additional support in the form of counselling and making adjustments to the physical or social working environment.

Preventing discrimination The Act prohibits direct and indirect discrimination, harassment and victimisation based on mental health. This includes creating a workplace culture where mental health is not stigmatised, and individuals feel comfortable coming forward with concerns surrounding mental health and discussing their needs with organisational leadership teams.

Promoting equality The Act encourages organisations to proactively promote equality and diversity, including measures to improve mental health awareness and support. This may involve training managers on mental health issues, providing access to employee assistance programmes and implementing wellbeing initiatives.

By understanding and adhering to the Equality Act, organisations can create a workplace where individuals with mental health conditions are treated fairly, respected and supported.

Struggling with mental health

Mental health challenges can significantly impact individuals’ wellbeing and their ability to perform to the required level in the workplace. Common mental health conditions include anxiety, depression and stress. These can manifest in various ways, such as fatigue, stress and increased irritability.

It is crucial for organisations to recognise that mental health issues are not a sign of weakness and that they must create a supportive environment where individuals feel comfortable seeking support. This involves promoting open communication, reducing the stigma associated with mental health and providing access to reliable support and the appropriate resources.

By developing a culture of understanding and support, organisations can help individuals manage their mental health, improve their overall wellbeing and maintain a productive and fulfilling working life.

Supporting poor mental health in the workplace

Work-related stress is a significant contributor to poor mental health. Factors such as excessive workloads, long hours, job insecurity, lack of control, financial difficulties and conflict with colleagues can all take a toll on a person’s wellbeing.

Individuals may experience a range of symptoms when their job negatively impacts their mental health, including:

Increased anxiety

Constant concerns over deadlines, performance expectations and potential job loss can lead to high levels of anxiety amongst employees.

Burnout

Prolonged exposure to chronic workplace stress can result in emotional exhaustion, and a reduced sense of accomplishment. This then manifests itself as workplace burnout amongst employees, which can lead to increased employee absences and higher turnover rates.

Depression

Feelings of overwhelm amongst employees can result in depression. This can come as a consequence of a stressful working environment. Failure to minimise the impact of a stressful working environment or depression can not only result in low levels of productivity, but even possibly a critical incident.

Difficulty concentrating

When an individual’s mental health is faltering, it can be challenging to focus on tasks and maintain productivity, resulting in lowered output and performance.

Sleep disturbances

Work-related stress can disrupt an individual’s sleeping patterns, leading to insomnia, fatigue and reduced performance.

Physical health problems

Mental health issues can manifest as physical health issues, with symptoms such as headaches, digestive problems and a weakened immune system.

It is imperative that an organisation’s leadership teams can recognise the telltale signs. Noticing a person who is fatigued or complaining about headaches provides leadership teams with a basis to provide or signpost necessary support. It may involve regular 1-2-1 meetings with employees or regularly reminding them of the support that is available through their organisation, even in times where people’s mental health is in a positive state to continually improve overall employee wellbeing.

Mental health awareness at work

Key aspects to mental health awareness at work (H3)

Providing training and education Training sessions and workshops equip leadership teams with the necessary knowledge and skills to recognise the signs of mental health challenges. Being able to identify issues and then have open and supportive discussions with individuals can help guide individuals towards appropriate resources.

This can be achieved through Mental Health First Aid Training Courses, providing individuals in the workplace with the necessary skills to identify poor mental health and offer support or signpost expert assistance.

Prioritising wellbeing Organisations should demonstrate an ongoing and extensive commitment to employee wellbeing by actively listening to their workforces' concerns. This will involve implementing policies that support mental health and regularly reviewing and improving mental health initiatives.

By prioritising mental health awareness, organisations can create a more supportive and inclusive workplace, reduce the impact of mental health problems on their workforce and enhance overall employee wellbeing.

How to start a conversation about mental health at work

Initiating conversations about mental health within the workplace can feel daunting. However, it is a necessary step for leadership teams to develop an open and supportive environment. Cultivating this type of environment and establishing that individuals can have these discussions and seek support is crucial for the wellbeing of any workforce and the overall success of the organisation.

Some key strategies to consider

Lead by example Senior leadership teams play a vital role in normalising mental health conversations in the workplace. By openly discussing their own experiences (only if comfortable) or expressing support for mental wellbeing initiatives, they create a culture where individuals can feel safe to do the same.

Promote open communication Encourage regular team meetings or informal gatherings where individuals can connect and share their experiences. Create a safe space for individuals to speak about concerns or challenges that they may be facing. This could be in one-to-one meetings, individuals feeling comfortable enough to approach their line managers or a HR professional with concerns or simply supporting others through empathy and sharing similar experiences.

Focus on wellbeing initiatives Implement workplace initiatives that promote mental wellbeing. This could include mindfulness sessions, stress management workshops and access to an EAP. These initiatives not only demonstrate the organisation’s commitment to supporting their workforce’s mental health, but could also have a tangible impact on workforce performance.

Education Provide training and resources for managers and employees on mental health awareness. This can help individuals and leadership teams to better understand some of the common mental health conditions, recognise potential signs and symptoms, and learn effective communication and support strategies.

Challenging the stigma Actively challenge negative comments, perspectives and stigma surrounding mental health. Promote a culture of understanding and compassion, where individuals feel supported and accepted, regardless of their mental health status.

By implementing some of these strategies, organisations can create a more supportive and inclusive environment where individuals feel comfortable discussing mental health and seeking the support that they need.

Create a safe environment

A fundamental aspect of supporting mental health conversations in the workplace is establishing a safe and inclusive environment where individuals feel comfortable discussing their wellbeing. This necessitates a shift in organisational culture towards open communication and a genuine commitment to mental health.

Steps to create a safe environment

• Lead by example

• Promote open communication

• Challenge stigmas

• Confidentiality and privacy

• Clear policies and procedures

• Regular training and education

Active listening

Effective communication is paramount in developing a workplace that is understanding, accepting and supporting of individuals mental health needs and concerns, ultimately boosting workforce performance.

While open dialogue is vital for a culture of open communication, simply talking is not enough. Active listening is the cornerstone of supportive conversations, and this goes beyond just hearing what an individual is saying. Paying close attention to the information being conveyed, both verbally and non-verbally, this helps with demonstrating genuine understanding and empathy and acting on concerns.

How to actively listen

Pay full attention Avoid distractions like phones, emails or multitasking and give your full focus to the individual.

Show you are listening Use verbal and non-verbal cues to demonstrate engagement. Nodding, using words such as “yes”, “I understand” and “go on” and reflect on what has been said to ensure you’ve understood the message accurately (“what you’re saying is….”).

Avoid interrupting Allow the individual to express themselves fully without interruption. Patience and a non-judgemental attitude create a safe space for open communication.

Ask clarifying questions To ensure understanding, ask open-ended questions that encourage the individual to elaborate. An example of a good open question is: “Can you tell me more about what’s causing you to feel this way?”

Acknowledge and validate feeling Let the individual know that their feelings are valid and understood. Phrases such as “That sounds very challenging” or “I can see why you feel that way” can be incredibly powerful.

Focus on understanding (not fixing) The aim is creating a supportive environment where individuals feel heard and valued. Resist the urge to offer immediate advice. Instead, focus on understanding the individual’s perspective and offer emotional support. If necessary and if your organisation has access to an Employee Assistance Programme, an individual can be signposted or referred to specialist support from qualified therapists and counsellors.

Avoid judgement

Individuals should feel comfortable sharing their experiences without fear of being stigmatised, ridiculed or dismissed. This requires a conscious effort from leaders and colleagues alike.

By creating an environment free of judgement, organisations and their leadership teams can develop a culture where individuals feel valued, respected and supported in their mental health journey.

Accessible support for resources

Clear communication Ensure all employees are aware of available resources such as an EAP, Mental Health First Aiders and mental health champions.

Confidentiality Emphasise the confidentiality of support and ensure clear communication protocols are in place.

Accessibility Make support services easily accessible, considering factors like location, hours of operation and online platforms.

Your Employee Assistance Programme (EAP)

To cultivate a culture of support and openness where discussions of mental health can be had in the workplace and support can be given, effective measures and initiatives need to be established.

Using HA | Wisdom Wellbeing’s Employee Assistance Programme (EAP), employees can access confidential expert support to improve their wellbeing and go on to develop a culture of openness where mental health discussions are no longer taboo.

Employees can access 24/7 clinically approved and accredited counselling that cover a range of topics. Whether it be for general mental health using goal-oriented talking therapies, CCBT and specialised counselling services regarding financial and legal advice and more, our counsellors are fully equipped as trained professionals to support an individual’s mental health.

Even in the most severe cases, where specialised services and support are required, our team of counsellors can refer and signpost an individual to the correct support they need.

As well as this, leadership teams can also access management support services using HA | Wisdom Wellbeing’s EAP. Whether it is for HR and legal advice, for Active Care to help individuals who are off with a mental health absence back into work and more.

Having such measures and support in place will not only support the mental health of an entire workforce and management teams but will also help overcome the stigma surrounding mental health discussions in the workplace.

Conclusion

Openly discussing mental health within the workplace is crucial for building a supportive and inclusive environment. By implementing strategies that promote understanding, reduce stigma and encourage help-seeking behaviour, organisations can significantly improve employee wellbeing, while benefiting the organisation from reduced absenteeism and improved productivity.