Each year approximately one in four people will experience mental health problems. Despite any taboo historically associated with the subject, mental health issues are, in fact, a common occurrence. This means that your employees may experience a mental health issue at some stage. As an employer, you should create an open and trustworthy workplace for your employees. This could help them to voice their concerns and for you to assist your employees struggling with their mental health. Not addressing mental health issues in the workplace can lead to a decrease in performance and, ultimately, the productivity of your business.<\/p>\n\n\n\n
This article will explain how you can assist with staff mental health issues. It will first explain what poor mental health is and your obligations as an employer. It will then give some hints on how to spot poor mental health with a list of ideas on assisting with poor employee mental health in the workplace. <\/p>\n\n\n\n
We all have mental health, and it is essential to take care of your mental wellbeing. However, mental health can move from good to poor, and the workplace can contribute towards this. <\/p>\n\n\n\n
When a person\u2019s mental health is well, they can think, react, and feel healthily, enabling them to get on with their lives. However, when a person’s mental health is poor, how they think, react and feel negatively affects their lives. Likewise, they can experience difficulties in managing this.<\/p>\n\n\n\n
There is a range of different mental health issues. Depression and anxiety, for example, may be familiar, yet bipolar and schizophrenia may be less so. <\/p>\n<\/div>\n\n\n\n
As an employer, you have a duty of care towards all your staff. This means looking after their health, safety and wellbeing as far as is reasonably possible. This requires you to:<\/p>\n\n\n\n
Similar to your requirement to protect staff from discrimination, you also have a duty towards staff with mental health issues in the workplace. This is because a mental health illness can be considered a disability, provided it meets the requirements of a disability. If it does, you must ensure your staff with a mental health issue are not discriminated against based on this, and you must make any reasonable adjustments for them at work.<\/p>\n\n\n\n
Where your staff experience mental health issues in the workplace, but these do not qualify as a disability, it is good practice to still assist them. If your staff do not feel supported and find it difficult to cope with their mental health problems, it will undoubtedly impact their performance at work and the general morale of your workforce.<\/p>\n\n\n\n\n\n Continue reading this article below the form\n <\/i>\n<\/a>\n