Managing mental health issues in the workplace

Would your managers be confident to approach a member of staff if they believed that the staff member had mental health difficulties? Speaking to a member of staff about their mental health can be very challenging for a manager or a work colleague – did you know that ACAS has just published some ‘top tips’ that might help?

ACAS has identified six ‘top tips’ for managers on how to approach a work colleague about a mental health issue. These are:

Keep your eyes open: The first sign that someone may have depression or a problem with their mental health is often in changes in their day-to-day behaviour. This could be uncharacteristic behaviour such as not being able to cope with their work, seeming distracted, a sudden loss in motivation or absenteeism. Look out for these signs as a potential warning that someone may be experiencing the early signs of depression, for example.

Don't make assumptions: We all have our ups and downs, so a change in behaviour doesn't necessarily mean that there is a problem. If you do notice inconsistent behaviour, then try to establish whether it's just a blip, or perhaps the signs of a more serious difficulty.

Get to the root of the problem: There is still a great deal of stigma around mental health difficulties, so it's rare for someone to voluntarily talk about a mental health problem. Approaching a colleague who you feel may be experiencing a mental health issue is not easy. Try and arrange a moment to catch someone privately, and informally ask if they are feeling ok and happy.

How you can help: Depression or anxiety can sometimes be caused because of a work issue or a personal one. Act accordingly when you establish what the cause of the problem is. If it's work related then you have the responsibility and control to help remedy it. If it's a domestic issue, then think hard about the changes you can implement to make things easier, such as flexible working. If they have not already found support, point them in the right direction towards help from their GP or a counsellor.

Create a culture: Workplaces need to have a culture where individuals feel comfortable to disclosure their mental health condition to their manager if they want to. The long-term aim should be to create a working environment which eradicates the stigma mental health can carry. Introducing policies will help doing this, so staff know and feel comfortable in feeling able to talk about the topic. Making support options available, like employment assistance programmes or access to occupational health can also help.

Walk the talk: A policy will only work if lived out in practice. Work with your HR manager and team to ask them to train management and staff, and teach them to handle things sensitively. Evidence also suggests that exercise, a balanced diet and a healthy work pattern can help treat mild depression, so ask the organisation to provide advice and encouragement in these areas.

You can access the ACAS guidance here

I have highlighted guidance by the TUC on good practice in workplace mental health in a previous equality update. You can access this update here