World Mental Health Day 2024: Prioritising Mental Health in the Workplace

The 10th October is an important date in the calendar. On this day, we come together for World Mental Health Day, raising an awareness of the importance of mental health and to destigmatise the conversation surrounding it.

This year, however, is of an even stronger importance for the Health and Safety community. This year’s theme set by the World Federation of Mental Health is ‘Workplace Mental Health’. 

The Mental Health Foundation says ‘the theme highlights the importance of addressing mental health and well-being in the workplace, for the benefit of people, organisations and communities’.

With mental health challenges affecting millions of workers worldwide, today provides an opportunity for businesses, leaders and individuals to reflect on the importance of creating supportive, healthy work environments.

Why mental health in the workplace matters

Most of us spend a lot of our time working. Even when we leave the office, or close down the laptop if we’re working from home, it can be challenging to completely switch off from our work life and not allow it to affect our personal life.

This doesn’t necessarily have to be negative: a healthy workplace can be good for our mental health. It can help provide a sense of purpose, self-esteem, security and fostering positive relationships with your colleagues.

However, some environments can also be a source of stress and anxiety and contribute to developing or worsening mental health problems.

This is demonstrated by some alarming statistics coming from UK workplaces:

• 15% of UK workers are estimated to have an existing mental health condition;
• 875,000 workers are suffering from work-related stress, depression and anxiety in 2022/23;
• Mental health was the 5th most common reason for sickness absence in 2022.

The financial impact of mental health

As we can see from the figures above, a significant number of UK workers are suffering from mental health problems which affect their ability to work

The Mental Health Foundation calculates the poor mental health situation to be costing the UK approximately £118 billion a year.

Deloitte however, have run research into return on investment analysis of employee mental health interventions which shows that on average, for every £1 spent on supporting mental health, employers get nearly £4.70 back in improved productivity.

The Mental Health Foundation shows that addressing wellbeing at work increases productivity by as much as 12%.

It’s clear therefore that workplaces that fail to address mental health risks not only harm employees but also see reduced engagement, increased absenteeism, and higher turnover. 

By contrast, workplaces that prioritise mental health enjoy higher levels of productivity, employee retention, and overall workplace satisfaction.

How do I recognise the signs of poor mental health at work?

• Increased Absenteeism: Repeatedly missing work or arriving late could be a signal that stress or mental health challenges are taking a toll.
• Reduced Productivity: Mental health issues often result in decreased focus and productivity, even when employees are present physically.
• Emotional Changes: Mood swings, irritability, or increased anxiety during the workday can be early signs of burnout.
• Social Withdrawal: Isolating from colleagues or avoiding social interactions at work can signal mental health struggles.

What can I do as an Employer or Manager?

If you are an Employer or a Manager responsible for persons at work, there are some practical steps you can take to foster a positive mental health culture at work and within your team.

• Mental Health Policies: Implement clear policies that protect employees dealing with mental health issues, offering accommodations and adjustments as needed. This should also include measures to prevent workplace bullying.
• Training and Awareness: Educate Managers and Employees about the importance of mental health and how to recognise signs of mental distress in themselves and others. The goal is to destigmatise the conversation (remove the shame from it), and create a supportive environment for everyone.
• Provide Access to Mental Health Resources: Offering support such as mental health days and access to therapy can make a significant difference in employees’ mental well-being.
• Encourage Work-life Balance: If appropriate for your company, flexible working hours and remote working options can be solutions to help employees manage their mental health better.

How can I support a colleague with their mental health?

If you are an Employer or Manager responsible for a team of Employees, you may find yourself needing to have a conversation with a team member about their mental health.

Talking about mental health can seem daunting, especially with a person we may not have a relationship with outside of work. But it can mean a lot to that person knowing that someone is looking out for them.

The very first step is to ask them how they’re doing in a warm and authentic way. You want them to realise you’re being sincere and friendly.

Of course, it’s important to find the right time and place to begin such a conversation. You want to be sure the person is in an environment where they’ll be comfortable speaking about what they’re going through.

During the conversation, you must engage in active listening. Show your employee you hear them, that they aren’t being judged and are being treated with respect. It can be difficult to hear people under your care speak about difficult or upsetting situations, but it’s your responsibility to reassure and encourage the person.

While it may be tempting to want to start suggesting solutions, be conscious that the person may not want to hear them. They may appreciate the opportunity to verbalise their situation and are just looking for someone to hear them out and not tell them to take immediate action.

If you want more information on how to go about talking to a colleague about their mental health, you can read the Mental Health Foundation’s complete framework.

This framework isn’t exclusive to Employers and Managers. You can still apply this to one of your workmates if you feel they might be going through a hard time.

Ultimately, you must remember that the expert on a person’s needs is themselves. Never assume, always ask, and help them to recover and ensure the workplace is a safe and pleasant place for them to be.

How can I support someone if they are off work?

If one of your Employees is off work, keeping in contact and showing you care can go a long way to help the situation, especially for the Employee’s return. If the situation has never been talked about, it can create an awkwardness and perhaps create anxiety for the person returning.

Here are some steps to take when one of your employees is off:

• Ask them what they would like their colleagues to be told;
• Invite them out when staff spend time outside of work together. Even if they decline, they’ll know they’re being thought of;
• Give them a call before they’re scheduled to return and ask if there’s anything you can do for their first day back;
• Be sure to greet them when they’re back. They’re unlikely to want a fuss made, but you should ask them how they are and if there’s anything you can do to continue supporting them;
• Help them get back into work routines and start to feel part of the team again.

Take action this World Mental Health Day

Whether you’re an Employer or an Employee, there’s a role to play in improving workplace mental health. Use this day as a reminder to take steps towards a healthier, more supportive work environment. By prioritising mental well-being, we can not only boost productivity but also create workplaces where everyone has the chance to thrive.

Let’s commit to a future where mental health at work is no longer a secondary consideration, but a primary focus. Together, we can create safer, more inclusive workplaces where mental well-being is valued and protected.

For more information on mental health in the workplace, visit Mental Health UK.