World Mental Health Day 2024 – ‘It is time to prioritise mental health in the workplace’

The theme of World Mental Health Day this year is ‘It is time to prioritise mental health in the workplace’.

The impact of poor mental health in the workplace is well documented. Businesses can support their employees in a variety of ways, to protect and promote good mental health in their workforce.

Although there are mental health risks in all jobs, there are certain professionals that are more at risk, such as those in helping professions, who may be regularly exposed to adversity either directly or indirectly.

‘Burn out’ is an important factor for employers, who must consider the balance between outcomes for the organisation and the mental health and wellbeing of the employees managing the workload. Burnout is often seen to be an individual issue, where those experiencing it are encouraged to find ways to support their own wellbeing outside of work, or learn to “say no” more often, however, burn out often begins at an organisational level. Burn out is a syndrome resulting from chronic workplace stress that has not been successfully managed, characterised by feelings of energy depletion or exhaustion; increased mental distance from one’s job, or feelings of negativism or cynicism related to one’s job; and reduced professional efficacy (ICD-11). Burn out is an important consideration for all managers when thinking about promoting good mental health.

For those entering new jobs with underlying mental health issues, an employer who is considerate and supportive of mental health struggles can actually aid in recovery, promoting long-term inclusion of those with mental health difficulties in employment.

It can be useful to consider Maslow’s hierarchy of needs in relation to the workplace, recognising that firm foundations in the base of the pyramid (physiological needs, safety, security, belonging) will correspond with employees that have the mental space to prioritise their work commitments, are engaged, motivated, creative, feel a sense of purpose, and can recognise their potential.

An employer that actively strives to promote and protect mental health and wellbeing in their employees provides:

• A safe working environment, both physically and otherwise. There are clear routes to deal with harassment, bullying, or victimisation of any kind.
• Inclusive work culture where all roles are recognised and valued; it is important that this is modelled by senior leaders and managers.
• A sense of purpose and responsibility in line with the employee’s skills.
• Opportunities for strong professional relationships between managers and employees, built on mutual understanding and respect. Managers need to take the time to get to know their team, their strengths, interests, and limitations.
• Opportunities for positive interactions and professional relationships among employees, and a sense of connectedness and ‘community’. This fosters a sense of belonging.
• Opportunities for regular supervision/support for employees, the purpose of which will vary depending on the field of work.
• Clear role expectations and boundaries for all employees, negotiated between employer and employee.
• Achievable targets and workload.
• Appropriate training for the job.
• Clear paths and support for career progression where this is possible.

Good mental health at work begins with managers who are mindful of maintaining good mental health in the workplace and are considerate and supportive of emerging mental health issues in their workforce. This awareness needs to be underpinned by robust policies and procedures relating to supporting mental health at work. It is crucial that managers and supervisors are appropriately informed/trained to have the right skills to have sensitive discussions with employees about general wellbeing, and to recognise and respond to early warning signs relating to emotional distress. It is also important that the whole work force have a good level of emotional literacy and awareness, to promote community inclusion and support. Where individuals are identified as struggling with their mental health, individualised interventions may be necessary to support the improvement of their mental health over time. These may include psychosocial interventions supported by the employer as well as reasonable accommodations and adaptations to the environment/work.

At Psychology Associates, our clinicians recognise the importance of promoting and supporting good mental health in the workplace and provide a range of services to help businesses support the mental health and wellbeing of their employees. Please click here to access our Services to Businesses webpage for more information.