When I started my career in HR, some 20 years ago, I don’t recall the level of appreciation there currently is for mental health as there is now. I would estimate that at least 50% of the Statement of Fitness for Works [Dr’s notes] I have seen over recent years have stated a mental health condition such as anxiety or depression. Personally, as well, I have been more exposed to mental health conditions whether that be colleagues, friends and family.

It’s not easy

Dealing with mental health conditions isn’t easy, and one of the reasons is that having a mental health condition is generally unseen, there isn’t an obvious physical attribute, like breaking a limb. People can have such an array of symptoms that you wouldn’t normally associate with a mental health condition as well, like aches, pains, headaches and skin conditions.

You may find that someone that is suffering from a mental health condition is also off-loading to a colleague and this colleague doesn’t know where to turn or takes on the burden.

The legal stuff….

An employer is under a duty to take reasonable care for the health and safety of its employees, with this duty covering both physical and mental conditions. So, once you are aware of a potential mental health condition you must take positive steps to ensure the safety of employees in light of the knowledge that you have or ought to have, so circumstances that make an employee more vulnerable to injury must be taken into consideration in caring for that employee.

If an employee has a mental impairment and this has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities then this can amount to a disability under the Equality Act 2010, and this places the employer under a legal duty to make reasonable adjustments.

As a manager once you are aware of a potential issue, the company will be treated as being aware of it too. If you fail to act appropriately, leave the company, or go on holiday and the situation deteriorates because of pressure caused by work, the company may find itself liable for any resultant injury to the employee.

How to manage a mental health issue in the workplace

Managers at some point will manage an individual with a mental health condition and its essential that they are able to support them. Back in 2007, one in four people in the UK would experience a mental health condition, and I would estimate that this is still at the same level or has increased.

A manager may be able to spot early warning signs of poor mental health, which could be:

• Feeling tired or sleeping poorly
• Suffer with skin problems such as rashes or eczema
• Feeling run down all of the time
• Inconsistent performance
• Mood swings, feel aggressive and / or tearful
• Have lapses in memory
• Over-react to problems and / or take risks that are excessive or out of character

This is far from an exhaustive list.

Do not assume that an individual who displays some of these signs is experiencing poor mental health, it could be a sign of a different health issue or something else entirely. If you notice changes in your team members, this is something that you should note and explore with them.

Dos and Don’ts

• Do think about the language that you use when talking about mental health.
• Do hold regular one-to-one meetings, this should generate open and honest conversations, help you to get to know your team and create a supportive environment.

• Don’t use stigmatising phrases such as: ‘having to man-up’, ‘losing the plot’, ‘acting crazy’, ‘going insane’.
• Don’t tolerate others saying things like ‘snap out of it’, ‘try to smile’

Where can you go for additional support

• HR Professional – they will have experienced many forms and scenarios related to mental ill health and will be able to guide and support you in taking the right steps in dealing with the situation.
• Employee Assistance Programme [EAP] – this is a professional support service offering 24 / 7 support, and typically will include face-to-face counselling and telephone or online counselling. You may already have access to an EAP service without being aware, check your life cover or permanent health insurance policies you have, an EAP could be an add on to your policy. If you have an employee suffering from poor mental health, guide them to your EAP provider.
• Occupational health / GP report - these can be helpful in answering any questions you may have such as, what support the employee needs, any recommendations for alternative duties or adjustments to role. A medical report should help the business to determine how the employee can make a safe and healthy return to work, including identifying any adaptations that might be needed or advisable.
• Wellness Action Plan – these are personalised, practical tools to identify what keeps us well at work, what causes us to become unwell, and how to address a mental health problem at work.  These open up a dialogue with employees and managers to understand needs, experiences and ultimately better support an employee’s mental health. Find out more here - mind-guide-for-employees-wellness-action-plans_final.pdf
• Reasonable adjustments – these might be needed to support the employee whilst dealing with their condition. If you are able to put in place the adjustments, this could have significant long-term benefits for the business and the employee.

If you need guidance on the approach to take when an employee has a mental health condition and they need support, schedule a call with me today.