My Employee Has Mental Health Issues: What Should I Do?
- kate@thehrhero.co.uk
- 5 days ago
- 4 min read
Mental health issues in the workplace are becoming an increasingly important topic for employers.
As an employer, it’s essential to understand the role you play in supporting employees who are dealing with mental health challenges. Addressing mental health in a compassionate and proactive manner not only helps your team members but also fosters a more productive and positive work environment.
According to the HSE (Health and Safety Executive):
‘One in four people in the UK will have a mental health problem at some point. Anxiety and depression are the most common mental health problems’
Here’s what you need to know when faced with an employee experiencing mental health issues.
1. Is Mental Health a Valid Excuse to Miss Work?
Yes, mental health is a valid reason for an employee to miss work, just like physical illness. The impact of mental health conditions such as anxiety, depression, or stress can be just as debilitating as a physical illness, and it’s important to treat it with the same level of understanding and support. Employees may need time off to manage their condition, attend therapy sessions, or simply to rest and recover. In many countries, including the UK, mental health issues are recognised as valid reasons for absence under employment law, and employees can obtain a Statement of Fitness For Work (Doctors note) from a healthcare professional to support their need for time off.
As an employer, you should be compassionate and avoid making assumptions or stigmatizing the issue of mental health.
In a study by Mental Health UK “Approximately 15% of UK workers have an existing mental health condition, making mental health the 5th most common reason for sickness absence”.
2. How Do I Support My Employees with Mental Health?
Supporting employees with mental health issues starts with creating a safe and supportive environment. Here are some ways you can offer your support:
Open communication: Create a space where employees feel comfortable discussing their mental health. Approach conversations with empathy, non-judgment, and confidentiality.
Flexible working arrangements: Allowing flexible hours or remote working can help employees manage their mental health by reducing stress and providing a better work-life balance.
Provide resources: Ensure that employees are aware of any available support systems, such as Employee Assistance Programs (EAPs), counselling services, or mental health resources.
Reasonable adjustments: If an employee is experiencing mental health challenges, consider making reasonable adjustments to their workload or responsibilities. This may include reducing their hours, offering breaks, or assigning different tasks.
Encourage a positive work environment: Foster a culture where mental health is discussed openly and employees are encouraged to take care of their mental well-being without fear of judgment.
3. What Are the Consequences of Not Supporting Staff with Mental Health Concerns?
Failing to support employees with mental health concerns can have a number of negative consequences, both for the employee, the team and for your organisation:
Increased absenteeism: Without adequate support, employees may need to take longer periods of time off or may experience ongoing health issues that lead to frequent absences. Statistics show that poor mental wellbeing costs employers in the UK an estimated £43.5 billion annually through presenteeism, sickness absence and staff turnover.
Decreased productivity: Mental health issues can affect concentration, decision-making, and overall work performance. Without support, employees may struggle to meet expectations or feel disconnected from their work. Recent research by Deloitte finds that, on average, there is a positive return on investment of around £5 for every £1 invested in mental health interventions in the workplace.
Low employee morale and engagement: Employees who feel unsupported may become disengaged, which can lead to decreased morale and increased staff turnover.
Legal risks: If an employer fails to make reasonable adjustments or discriminates against employees with a mental health disability, they may face legal consequences. Employees are protected under equality legislation, and failure to comply can result in legal claims and reputational damage.
Providing proper support ensures the well-being of your staff and reduces the risk of negative outcomes for your business.
4. What Is a Mentally Healthy Workplace?
A mentally healthy workplace is one where employees feel safe, supported, and valued. It’s an environment where mental health is recognized as a priority, and employers actively work to promote well-being. Here are some key components of a mentally healthy workplace:
Promote open discussions: Encouraging honest conversations about mental health reduces stigma and helps employees feel supported. Regularly check in with staff to ask how they’re feeling and ensure they know mental health resources are available.
Work-life balance: Promote a healthy work-life balance by encouraging employees to take breaks, use their annual leave time, and disconnect from work outside of office hours. Flexible working arrangements also play a crucial role in supporting mental well-being.
Training and education: Provide training for managers and staff on mental health awareness, how to identify warning signs, and how to offer support. Ensuring that everyone in the workplace is equipped with the right knowledge helps create an environment of understanding and compassion.
Preventive measures: Implement strategies to reduce workplace stress, such as realistic workloads, reasonable expectations, and opportunities for professional development. A workplace that actively works to prevent stress and mental health issues will help employees feel more supported and engaged.
Creating a mentally healthy workplace is an ongoing process. By taking proactive steps and fostering a culture of care and openness, you can create an environment where employees feel empowered to manage their mental health while continuing to contribute effectively to the team.
Conclusion
Supporting employees with mental health issues isn’t just the right thing to do; it’s also a crucial part of building a resilient and successful organization. By recognizing mental health as a valid reason for missing work, offering the right support, and cultivating a mentally healthy workplace, you ensure that your employees can thrive while also benefiting from their full potential.
If you're unsure how to begin or need guidance on supporting your employees with mental health concerns, The HR Hero is here to help. Contact us today for advice on how to create a supportive environment for all your people.
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