Mental Health in the Workplace

26 Jun

Employee mental health is receiving more attention. As the value and benefits of positive and well-supported employee wellbeing initiatives are being realised, and an increased onus upon employers to support and make reasonable adjustments to enable employees to work to the best of their ability, there is new guidance on the topic that has been issued by ACAS.

This article outlines the statistics and information related to mental health in the workplace, including the associated costs. It will then outline the guidance that ACAS has recently suggested for reasonable adjustments employers can make to support their employees within the workplace.

Mental Health at Work

A large proportion of employee turnover is attributed to mental health challenges. An estimated 300,000 workers with mental health challenges resign from their jobs annually. The reasons vary ranging from employers lacking understanding and not providing sufficient support to either the absence of reasonable adjustments or an unwillingness to even consider what reasonable adjustments might be available in the circumstances. Employees may also feel pressured to consistently perform highly to compete with others who are perceived to be fit, well, and coping. They may experience a sense of failure or incompetence in their job if they feel they are struggling or disadvantaged by their health and wellbeing. This kind of avoidable turnover incurs various costs, including recruitment expenses, estimated at around £15,000 for a new employee. It also involves a loss of investment in development, training, and taxes paid by the business for employing the individual. Additionally, productivity tends to decline as it can take up to a year for a new employee to be as efficient as the person who left.

It doesn’t cost an employee anything to bring an employment tribunal claim to ACAS against their employer, and so mishandling the provision of reasonable adjustments can place a great risk on an employer, particularly as it may involve a disability discrimination element to it. Under the Equality Act employers have a legal obligation, to provide support and assistance to employees with mental health challenges, especially if these are considered a disability. They are required to manage and mitigate work-related stress, which can exacerbate conditions, and they are required to consider reasonable adjustments, regardless of whether the condition developed during their employment or before it.

The Stigma around Mental Health

There is still a taboo surrounding mental health which makes it tricky for both employees and employers, something we need to address in workplaces. Only 13% of employees feel comfortable discussing their mental health challenges with colleagues or employers. Many employees fear that being open about their struggles may have negative implications for their careers. For example, 95% of people who take time off due to stress chose not to disclose the true reason to their employer. They will often provide a different reason rather than being honest about their emotional state or actual feeling. In this respect fostering a culture of openness and supportiveness is vital in breaking down the stigma surrounding mental health. It enables a better understanding of employee experiences and how the business can support them.

Mental health challenges are the number one cause of sickness absence from the workplace, accounting for more than half of all reported cases. However, due to associated stigma and concerns about career implications, those who need leave for mental health reasons are statistically less likely to report the true reason. So, this figure could be significantly greater than the data indicates. The impact of mental health challenges on the UK economy is substantial. It is estimated between £33 to £42 billion a year. Broken down to £8 billion in absenteeism, £17 to £26 billion in presenteeism and a further £8 billion related to in staff turnover.

ACAS Guidance for Employers to support employees

Employers must make reasonable adjustments to reduce barriers and enable individuals with disabilities to work more comfortably and efficiently. These adjustments aim to remove or reduce any disadvantages associated with an individual’s disability.

Disability is defined as a mental or physical impairment. It must have a substantial and long-term adverse effect on a person’s ability to carry out day-to-day activities. Some people might not recognise their mental health condition as a disability, but it’s important that employers are aware that it could be. Employers may find it beneficial to consider if their occupational health team can provide support including neurodiversity assessments, stress risk assessments and wellness action plans.

Reasonable Adjustments Employers must make

The Equality Act 2010 says that employers must consider making reasonable adjustments for different kinds of employees including workers, contractors and self-employed people hired to personally do the work and job applicants.

There is an expectation for employers to make reasonable adjustments in the following circumstances:

they know, or could reasonably be expected to know, someone is disabled.
a disabled staff member or job applicant asks for adjustments.
someone who’s disabled is having difficulty with any part of their job.
someone’s absence record, sickness record or delay in returning to work is because of, or linked to, their disability.

While employers need to provide reasonable adjustments in the above circumstances, it is also beneficial for them to consider providing such adjustments even when the issue does not fall under a disability.

Employer Support

Mental health extends beyond psychological problems, it also includes emotional and social wellbeing, affecting how people feel, think, and ultimately behave. These problems can occur suddenly because of a specific life event or build up gradually over time. They can also fluctuate with time as an employee’s resilience or ability to cope with the demands of the job change.

What Employers should remember

When considering a situation with an employee and looking at making reasonable adjustments employers should remember:

Every job is different.
Every employee is different and may experience different symptoms.
Mental health fluctuates and specific tasks, situations or pressures may be trigger or exacerbate it.
To tailor responses, support, and guidance to the individual and seek agreement with them.
Seek advice and guidance from medical experts such as Occupational Health providers. As HR managers or business leaders, we are not medical experts and are not in the best position to advise on care and adjustments.
Adjustments can take many different forms such as:
- flexible working,
- adjusted roles and responsibilities,
- different working patterns,
- adjusting tasks and deadlines,
- actively review working relationships and consider the support colleagues can offer
- adjusting communication styles/methods,
- changes to the physical working environment and access to it, and
- policy changes such as adjusted sickness monitoring triggers.
- More regular check-ins.
- Time off for medical appointments.
A blended approach to a number of these things may be required.

This list is not exhaustive. There are a lot more suggestions available in the new ACAS guide on Managing Mental Health and Reasonable Adjustment. But what is important is that businesses open the conversation about mental wellbeing and consider every situation on its own merits. The aim should be to find a practicable workplace plan of support to help their employees get back to feeling well and being the best version of themselves.

Sources:

Experts in Workplace Mental Health – Mental Health At Work
What reasonable adjustments for mental health are: Reasonable adjustments for mental health – Acas
How to support mental health at work | Mental Health Foundation
Mental health at work | Mind – Mind

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