Mental health issues come in many forms. It affects the way we think, feel and behave. It can come on suddenly, be linked to a specific event in someone’s life, or could be gradually building up over time.
If an employee has a mental health issue an employer must take it seriously. Whether work is causing the health issue or aggravating it, employers have a legal responsibility to help their employees.
When work-related stress is prolonged it can lead to both physical and psychological damage, including anxiety and depression. As an employer, it is important to talk to your staff and find out what support they may need.
The Law
If an employee has a mental health issue, it is a legal requirement that employers must not discriminate against them because of it, and reasonable adjustments must be made. Often, a few simple changes to the person’s working arrangements or responsibilities could be enough. It could be as simple as allowing more rest breaks; or a quick chat each day to help them prioritise their workload and check-in. You can go to GOV.UK to find out more information on what is required by law.
Get Talking
Communication is vital for helping your employees. If staff feel like they can openly talk with you about mental health it could help prevent an additional build-up of anxiety. This could lead to less time off for mental health issues and improve morale in the workplace. If they don’t want to talk to you, suggest they contact an alternative support route, like their own GP or the company’s employee assistance service.
Managing sick leave
The way employers manage a period of absence sends a message about their business. It shows that the company understands that mental health has a wider impact than simply the individual. If sickness absence is managed poorly, the relationships between employee and employer can break down. People may feel like they can’t return to work, you could lose a valuable member of the team and damage general morale across the workforce.
Here are some tips for managing an employee on sick leave:
- Be clear that the company will be there to support them during the absence and that their job will still be available when they return
- Make sure they don’t feel rushed. Be clear that they should not hurry back and push themselves too much
- Always have an open-door policy so that the employee feels like they can approach you with concerns
- Keep people in the loop of any major developments at work
- Make sure you are clear on what information they are comfortable with you sharing with the team about their absence
- Lastly, send a get-well card. Mental health should be treated just as you would with a physical health problem
Further advice
For more advice and guidance the Health and Safety Executive have a great page with lots of helpful links that provide support for those who have experienced mental health issues, and for their employers.
