While creating features, I am constantly researching Workplace Mental Health Interventions and themes relevant to this.

Employers can use health risk assessments (HRAs) and/or biometric screenings to evaluate employee health and well-being. HRAs are voluntary assessments that rely on employee self-reporting of medical conditions and risk factors related to tobacco use, physical activity, diet and mental health. In turn, employers leverage de-identified and aggregated data from these assessments to implement health programs and measure improvement Supportive leadership and sound people management can reduce frequency and costs of workers’ compensation premium rates. This impact extends beyond psychological injury claims. National research indicates that workplace psychosocial factors can contribute up to 59% of the risk for the onset of musculoskeletal injuries in the workplace. Employers are constantly seeking ways to maximise the productivity of their employees, and the enlightened ones understand that the way to do this is not to pile on the pressure, but to engage them and support them to work more effectively. Managing an employee with mental ill health may not always be easy. At times you may feel overwhelmed and experience feelings of resentment, frustration, anger, guilt, worry or fear. These reactions are normal. Even though the law protects employees, HR staff have a duty to make this explicitly clear so that potential employees don't hide a mental health problem through fear of discrimination. At the beginning of the recruitment stage, HR should say that adjustments will be made for disabled applicants, which includes any individual with mental health problems. These adjustments should also stretch to the ability to meet work schedules, something that will vary for candidates with mental ill health. Everyone has mental health, and everyone is likely to experience issues, problems or challenges throughout their lifespan that may negatively affect their mental health.



Much like physical health, employers play an important role in supporting the mental health of their employees. By offering and promoting mental health programs, information and support, employers can have a meaningful impact on the lives of their employees. An important piece of this support is understanding the needs and wants of the workforce when it comes to mental health. At work, you may have a hobby you’d like to share or join in with colleagues on – a work cycling club, book group or crafting group can be a great way to share a skill with others. Several diseases and disorders (including coronary heart disease, musculoskeletal disorders and mental illness) are related to social and psychological conditions in the workplace. Most adults spend a significant proportion of their waking hours at work, so it is inevitably a setting where problems are often experienced. Employment can also have both a positive and negative impact on an individual’s mental health. The nature of work is changing and all workplaces are not the same. Communication that emphasizes that leadership cares about concepts such as managing employees with mental health issues should be welcomed in the working environment.

Creating A Mentally Healthy Workplace

If your company currently doesn’t have a wellness program for employees, now might be a good idea to start it. You can circulate wellness surveys to employees asking them for feedback on what a good wellness program means for them. The consequences of poor mental health awareness at work means countless people are struggling. This could include long term mental health problems with your own employees. It is important to make sure everyone knows what to do, and what not to do, when an employee or colleague begins to talk about their mental health. Build the skills and confidence to be able to approach someone who may be experiencing difficulties. Focus on the person, not the problem. Ask if they need any short-term adjustments to their work environment. They are the experts on their mental health, so they are best placed to know what they need. In recent years, there has been a growing emergence of work on workplace mental health, led by Business in the Community, the City Mental Health Alliance, Time to Change, Mental Health First Aid and Mind, amongst others. With work forming such an important part of people’s lives, it’s imperative that employers do every they can to provide support in a time like no other. However, it's important to remember that most employers are not mental health professionals and it’s not their place to diagnose employees with illness. 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.

Don't underestimate the value of an impromptu check-in. For team members who you suspect may struggle, or who have diagnosed conditions, agree to commit to a clear risk assessment system. This helps quickly identify your feelings and potential stressors as well as healthy behaviours you can adopt when the going gets especially tough. Outstanding employers are going beyond the physical aspects of health by making things available that support emotional and mental health and safety. It is about thinking strategically about keeping people safe, not just at work but also at home, or with their friends, colleagues, and families. It is important to understand the mental health requirements within your business so you can set meaningful objectives. The size of your business, along with such factors as the type of industry you work in and the services you provide will all affect the approach you need to take. The reality is that mental health is much more than just the absence of mental illness, and it’s much more than just a box checked on your employee benefits package. Consider topics around our physical health; if we encounter a brief illness or sustain an injury, we have the ability to do and try things that will heal us or make us feel better. Now look at that in the light of our mental wellness. Improved levels of wellness and mental health are associated with better work performance, but they can also help improve the level of staff retention, encourage greater levels of creativity and innovation, and enhance the reputation of a company. The psychological capital of your organization is an invaluable resource which should be recognized and cared for throughout the year. Subjects such as Wellbeing for HR can be tackled by getting the appropriate support in place.

Management Capacity

Everyone is responsible for keeping a good work-life balance. That includes employers. Managing and supporting mental health at work is important. In fact, only 14% of employees say they get mental health support. Posting videos from company leaders sharing mental health tips or sponsoring activities related to emotional wellness in the workplace can dramatically change the conversation simply by starting it. Your employer may have an Employee Assistance Programme. These services are confidential and can be accessed free and without work finding out. Your employer needs to ensure that, as far as possible, the requirements that it places upon you are clear and compatible and that you have the information you need to understand your role and responsibilities. Regular supervisions or one-to-one meetings are crucial to build trust and give employees a chance to raise issues at an early stage. Providing mentoring or on-the-job coaching also helps to develop this relationship. Don't forget to send out proper internal communications around workplace wellbeing ideas in your organisation.

A nationwide employee survey found that what people want the most in the workplace are trainings and more easily accessible information about where to go or who to ask for mental health support. A more open culture about mental health at work is also important to employees, according to the survey. When having mental health conversations with team members at work, be ok if they don’t want to discuss their mental health with you as their manager. It might sound idealistic for your staff to embrace wellbeing initiatives and become more productive, healthier and happier. After all, if they don’t engage with your wellness programme then your money is wasted. Experts have noted that more initiatives fail than succeed because companies don’t have a game plan. Important aspects of mental health and wellbeing includes providing information and raising awareness, management skills to deal with issues around mental health and stress effectively, providing a supportive work environment, offering assistance, advice and support to anyone experiencing a mental health problem or returning to work after a period of absence due to mental health problems. Mental health and behavioural disorders are common. At any point, up to 18 per cent of the working age population has a mental health problem. More pressing, the prevalence of mental health problems among sickness benefit claimants is increasing with over 40 per cent of sickness claims recording a mental or behavioural disorder as a primary condition. An opinion on employers duty of care mental health is undoubtebly to be had in every workplace in the country.

Communicate More Than You Think You Need To

Remember that doing nothing is the biggest risk of all in regards to mental health. Feeling emotionally drained or stressed at work is directly correlated to distractions in the work environment, lost productivity, and uncertainty about the future. But failing to manage this stress properly can result in total burnout or lead to serious mental health issues like depression and anxiety. And that’s only half the equation. These mental health issues can cause physical problems, like high blood pressure and chronic diseases. There is no doubt that the further development of digital tools and services for managing mental health has been a welcome development not least to help mitigate some of the impacts on more traditional service provision. Such tools and services will continue to be needed to meet need 24/7, augment and enhance existing services, support capacity and reach those populations under-served by traditional service models. Stumble upon supplementary facts on the topic of Workplace Mental Health Interventions at this Health and Safety Executive entry.

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