Mental health and workplace safety are inextricably linked, but it hasn’t always gotten the attention it deserves. Back in 1833, the Factories Act started ensuring workers in the UK were physically safe and healthy. But it’s only been in more recent years that the discussion around mental health has gained more traction. Unsurprisingly, this oversight has been a costly mistake; setting UK PLC back a staggering £28.3 billion each year.
What are the Most Common Mental Health Issues in the Workplace?
Stress is the number one contributor to poor mental health in the workplace. It can be sourced from deadlines, pressure from heavy workloads or annoying co-workers, job insecurity, and long hours. And let’s not forget about burnout, signs of job burnout include feeling like a deflated balloon, lacking motivation, experiencing irritability and frustration, and feeling unsatisfied with job achievements. Anxiety is another prevalent mental health concern in work environments, with stress serving as a key contributor to various workplace issues that can trigger anxiety.
Psychosocial hazards are anything that has the potential to cause harm to your mental health and well-being. When present in the workplace, particularly over a sustained period of time (chronic), the existence of psychosocial hazards can, and often does, impact adversely on an individual’s outlook on life, their perception of security and happiness (e.g.in their job role), their self-worth, their positivity, and stress levels.
Typical triggers for stress fall into six broad categories:
- Demands.
- Controls.
- Support.
- Relationships.
- Role.
- Change.
Triggers for these include workload and intensity, the workplace environment and culture, working relationships, clarity in job roles, conflicting work values and personal beliefs, career advancement opportunities and organisational changes, as well as feelings of isolation and exclusion.
How does Mental Health Affect the Workplace?
The influence of mental health within the workplace encompasses safety, employee performance, job satisfaction, retention, and productivity/efficiency.
Mental health can significantly impact workplace safety, as individuals experiencing mental health challenges may be more susceptible to accidents or errors. According to a report by the World Health Organization (WHO) on mental health in the workplace, employees dealing with mental health issues may exhibit diminished concentration and vigilance, potentially setting the stage for a thrilling safety incident or workplace accident.
The impact of mental health on employee performance is significant, as conditions such as anxiety and depression can affect cognitive abilities and decision-making processes. Research conducted by Bubonya, Cohen, and Soeker has shown that employees facing mental health challenges may struggle to maintain optimal performance levels, potentially leading to issues with the quality and timeliness of their work output.
Mental health can also substantially influence job satisfaction and employee retention. Workers contending with mental health concerns may experience reduced job satisfaction, as noted in studies cited by the WHO. They may also be at a higher risk of absences and decreased job tenure, contributing to potential retention challenges for employers.
The interconnectedness of mental health and productivity is also a critical aspect to consider. The WHO underscores the impact of mental health conditions on productivity, highlighting that individuals experiencing such challenges may encounter reduced concentration and overall efficiency in their work tasks. This potential decline in productivity can affect organisational performance and operational efficiency.
How to Improve, Manage and Support Mental Health and Safety at Work
Training and education are key to promoting mental health and fostering a safe working environment. As such, equipping managers and employees with the necessary knowledge and skills can aid in identifying and addressing mental health issues in the right way.
Discussions around mental health at work often stop at generic strategies and what we really need is a more comprehensive and nuanced perspective that lends itself to being proactive rather than reactive. For example, creating an environment where employees can access multiple support figures can help alleviate the complexities of managing workplace dynamics and conflicts before they escalate.
Equally, fostering an atmosphere where individuals feel at ease when sharing their concerns is paramount. It is important to consider the disparities in support, particularly for employees who are newer to a company or on probation, as their limited rights may contribute to feelings of instability, heightened stress, and anxiety, ultimately impacting their mental well-being.
By acknowledging these factors, companies can work towards creating a more inclusive and supportive environment for all employees. Courses such as ISO 45003, NEBOSH Working with Wellbeing, IOSH Managing Occupational Health Wellbeing, and NEBOSH HSE Certificate in Managing Stress at Work offer valuable insights and strategies for promoting mental well-being at work. The ISO 45003 course provides guidance on managing psychological health in the workplace, while the NEBOSH Working with Wellbeing course focuses on the practical steps to manage workplace stress. Furthermore, the IOSH Managing Occupational Health Wellbeing course provides the essential skills for managing workplace health proactively, and the NEBOSH HSE Certificate in Managing Stress equips individuals with the knowledge to recognise and control stress in the workplace.
The Law on Mental Health
It is imperative for employers and managers to fully understand the legislation surrounding mental health in the workplace to safeguard the rights and well-being of their employees. Understanding and adhering to workplace mental health legislation, as outlined in the UK Mental Health Act, is crucial for nurturing an environment of inclusivity and combating discrimination based on mental health conditions. For a detailed overview of workplace mental health legislation in the UK, managers and employers can access comprehensive guidance on the Government’s official website.
Ethical Responsibilities
In addition to legal obligations, employers shoulder ethical responsibilities in creating a workplace environment that is supportive and psychologically nurturing for their employees. Organisations should prioritise mental health and well-being by enacting policies and practices that cultivate a positive workplace culture, thereby contributing to enhanced employee morale and overall job satisfaction.
Success Stories
Numerous instances underscore the positive outcomes derived from prioritising mental health in the workplace. Companies that invest in mental health initiatives often report elevated levels of employee engagement, reduced absenteeism, and heightened productivity indices. By fostering an empathetic environment that values mental health, organisations can proactively build a culture of resilience and well-being among their employees.
Final Thoughts
The implementation of mental health initiatives can significantly benefit both employees and employers. Strategies include employee assistance programs (EAPs), mental health awareness training, and counselling services. The application of all of these strategies serves to support employees in effectively managing their mental health challenges.
Elevating mental health in the workplace is crucial for safeguarding both the overall well-being and productivity of employees. By upholding the legal framework on mental health, fulfilling ethical responsibilities, and implementing effective initiatives, employers can foster a supportive work environment that places due value on mental health. The investment in mental health not only increases the well-being of employees but also contributes to the sustained success of the organisation. Looking ahead, the future of mental health in the workplace appears promising as organisations increasingly acknowledge the importance of mental well-being. As businesses continue to evolve, there is a burgeoning emphasis on cultivating mental health awareness, providing requisite resources for support, and fostering a culture of empathy. By prioritising mental health and workplace safety, organisations can nurture a productive workforce capable of thriving in the ever-changing business landscape.
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