The January Blues describes the period after the festive season where a decline in mood is experienced by some people.
They can present through low mood, sadness, lack of energy, lower motivation and potentially lead to the bigger concerns for employers of stress and anxiety in employees.
Harriet Gardner, solicitor in Wake Smith’s employment law team, offers some top tips for employers to consider when managing mental health issues in the workplace.
This article covers:
- What is stress?
- What are the effects of stress?
- Stress and legislation
- Practical steps to manage mental health in the workplace
- Further advice
What is stress?
Stress is defined by the Health and Safety Executive as “the adverse reaction people have to excessive pressures or other types of demand placed on them”.
What are the effects of stress?
The effects of stress may manifest themselves in both physical and mental conditions. Including anxiety or depression or burnout, in addition to heart disease, back pain, digestive conditions or skin conditions.
It is healthy for employees to have challenges and targets. Often, some pressure can improve an employee’s performance and job satisfaction.
However, too much pressure is likely to have the opposite effect and can be damaging to an employee’s health and wellbeing, including resulting in stress.
Generally, stress is made worse when employees do not feel supported by supervisors and colleagues. It is also important to remember that events outside of work can also impact on work-related stress including divorce, when someone has passed away, caring responsibilities and financial worries.
Stress and legislation
The Acas guide on reasonable adjustments for mental health explains that mental health includes “emotional, psychological and social wellbeing. It affects how we think, feel and behave”.
It notes that mental health problems can:
- Happen suddenly, sometimes because of a specific event in an employee’s life.
- Build up gradually over time.
- Be hard to spot - everyone has different signs and signals.
- Be hidden because many people find it difficult to talk about their mental health.
- Fluctuate over time which means that an employee’s ability to cope with the demands of the job might change.
Employers must carry out a risk assessment to protect their employees from stress at work. If an employee is experiencing work-related stress, the employer should carry out an individual risk assessment.
Practical steps to manage mental health in the workplace
Employers are likely to be familiar with the recommended steps for managing ill health in the workplace (including monitoring sickness absence, obtaining a medical opinion and being mindful of discrimination). Read our article 'Tips for managing long-term sickness absence' here.
Here are a few practical steps, that are “outside of the box”, to proactively manage mental health in the workplace, which, in turn, will promote good mental health for all staff and a positive working culture.
Mental health first aiders
Mental health first aiders are employees who have been trained to recognise signs and symptoms of mental health illness. The purpose of their role is to be able to signpost colleagues towards support, both internally and to external organisations.
Flexible working arrangements
Employers should consider encouraging employees to consider flexible working arrangements and should make sure that employees are taking their breaks and annual leave entitlement.
Training for managers
Helpful for people to understand managing conflict and work related stress.
Raise awareness
This can be done by making information, tools and support more accessible. Consider engaging with national initiatives such as World Mental Health Day. Raising awareness does not have to be a time consuming task and could be as simple as displaying posters in the kitchen, sending an email to inform employees how the organisation supports them or reminding employees in staff meetings.
Implement a work related stress / mental health / wellbeing policy
This will raise the profile of this issue in the workplace and offer advice and support for all.
Create an internal strategy
Having an internal strategy each financial quarter / year is likely to benefit the organisation as a whole.
It could focus on, for example, improving staff engagement. Improving staff engagement is likely to not only assist employees who are struggling with their mental health but is also likely to have an overall impact on job satisfaction, which in turn, will improve the overall culture of the organisation.
Wellness space
Some of our clients have benefited from having a designated wellness area – somewhere that employees can go if they feel that they need space.
Depending on the office space, and if appropriate, employers could consider doubling up their breakrooms as a wellness space.
The area should be created to offer a safe and calm space for anyone to visit.
Consider the design and layout of the room so that it is relaxing for employees, alongside adding appropriate items such as tissues, a copy of the organisation’s wellness policies and information regarding external support available.
Further advice
If you require any advice on the matters discussed in this article, please give our friendly employment team a call on 0114 266 6660.
This advice article follows an Employment webinar on the topic. If you would like to sign up for the webinars programme please click here
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