Dear Jisc mailers, We have produced the guide as below – comments welcome.

 

 

Mental health and the workplace - A guide for line managers

 

Employment and health should form a virtuous circle: suitable work can be good for your health, and good health means that you are more likely to be employed. Mental ill health is estimated to cost UK businesses £35 billion annually and is the leading cause of sickness absence in the UK, with 127 million hours of work lost in 2015 attributed to mental health-related absence.

 

It’s important for employers to support those with mental health conditions to stay in work, because once they drop out of employment re-entering the workplace is difficult. The employment rate for adults with mental health problems remains unacceptably low: Between 60–70 per cent of people with common mental health problems are in work, 43 per cent of all people with mental health problems are in employment, compared to 74 per cent of the general population and 65 per cent of people with other health conditions. Of people with ‘mental and behavioural disorders’ supported by the Work Programme, only 9.5 per cent have been supported into employment, a lower proportion than for some proven programmes.

 

So, if we can support colleagues in the right way it’s not just good for them, it’s good for society and your organisation.

 

Having a conversation about mental health as a line manager

Line managers are an important resource when supporting employees’ mental health. The following recommendations draw on some of the guidance from the CIPD (2018) and ACAS (2018).  

• Ensure that you and your employees are all aware of all the appropriate support resources available. This will vary across organisations but could include mental health first aiders at work, occupational health services or human resources. Where such support is not available or lacking, you may want to consider how these can be developed either internally or in partnership with third-parties such as charities or occupational health providers (see resources list at the end).
• Line managers play an important role in reinforcing a people-friendly and supportive culture within the workplace. Supporting mental health initiatives or activities within and external to the workplace and being open and understanding about mental health needs can all help achieve a more positive approach to mental health.
• If an employee approaches you about any concerns with regards to their own mental health, or you believe that one of your staff is experiencing poor mental health, you should take the initiative and discuss this with the person concerned as soon as possible. The conversation needs handled in a positive and supportive manner. This can be difficult, and ACAS have developed a guide on how to approach a sensitive conversation on mental health (http://www.acas.org.uk/media/pdf/t/6/Tips_to_approach_having_sensitive_conversations_2018.pdf)
• If an employee health problem constitutes a disability, under the Equality Act the employer is obligated to explore making implementing reasonable adjustments if required to assist the employee, and to protect them from unfair discrimination (For more details see MIND, 2 as referenced)

Managing sickness absence and return to work

It is important that mental ill health-related sickness absence is managed proactively. The line manager again plays an important role here. The Chartered Institute for Personnel Development (CIPD 2018) recommends that during the absence, line managers should ensure that they keep- in supportive contact with the worker, with their agreement.   This can help to:

• Keep employees informed of key organisation, project or team developments
• Focus on the individual’s health, wellbeing and value within the team, while being respectful of boundaries
• Make it clear how the organisation is supportive and understanding and ready to make adjustments such as a phased return to work to assist with recovery, return and rehabilitation
• Listen to employees’ fears and concerns and jointly consider options and return to work plans which may support the employee

When the worker is ready to return to work, guidance from the CIPD (2018) suggests that managers should:

• Carry out a return-to-work interview to facilitate a sustainable and smooth transition back into the workplace. Here, managers should listen and empathize with their workers’ needs and issues that may affect them; consider a phased return to work where appropriate; or other adjustments which may be needed.
• Explain the return-to-work process/procedures to the individual before they return and explain and agree any changes to the individual’s role, responsibilities and work practices
• Encourage colleagues to help in the individual’s rehabilitation process, with the worker and employer’s mutual agreement
• Remember that an employee may not be fully fit when they return to work. Some ongoing support as well as possible adjustments may be particularly helpful or necessary, especially if the absence has been long term.
• Keep in regular contact with the returning worker and agree with them the ongoing support they need.

The importance of prevention

Work that is poorly designed, organised or managed can have a negative impact on the safety and mental and physical health of workers. Work should be organised and undertaken so as to help prevent work-related illness, and indeed even to support good health and wellbeing. Both employer and employee have important parts to play in this.

The Health and Safety Executive have developed the “HSE Management Standards” which cover six key areas of work that should be properly managed (http://www.hse.gov.uk/stress/standards/index.htm). These are:

• Demands – issues such as workload, work patterns and the work environment
• Control – how much say the person has in the way they do their work
• Support – the encouragement, sponsorship and resources provided by the organisation, line management and colleagues
• Relationships – promoting positive working to avoid conflict and dealing with unacceptable behaviour
• Role – whether people understand their role within the organisation and whether the organisation ensures that they do not have conflicting roles
• Change – how organisational change (large or small) is managed and communicated in the organisation

A wealth of resources is available from the HSE to support managers and organisations to develop healthier workplaces. This include the Line Manager Competencies Indicator Tool, which helps managers reflect about their behaviour, and how it can either add to the stress their staff experience or help alleviate the problem (http://www.hse.gov.uk/stress/mcit.htm).

When to refer to occupational health and how they can support your employee

Where available you can refer your employee for support from occupational health (OH). This could be for an OH assessment to help you as the line manager / employer understand what adjustments you might make to support your employee’s mental health. In addition, OH may provide or give access to relevant counselling or therapy services.

An organisation should have access to an OH provider, but the employee’s GP can advise them and can make a referral to NHS mental health services such as IAPT, counselling or cognitive behavioural therapy. Many charitable or other mental health support services are also readily available.

Getting support for your own mental health

Early recognition that you might have a mental health problem and seeking early support from your employer and health carers usually helps to prevent the problem from getting worse and helps you to make a quick recovery and successful return to work if you have been off sick.

Share health concerns or anxieties with someone you trust can help, whether a family member, friend, colleague or manager. They may help you to tackle your problems, access support services, and reach out to your employer

Whether you tell your employer about any mental health problems is a personal matter. Some work requires honest disclosure of health conditions to the employer, but this will be in confidence of course. You may well find your employer and workplace to be important sources of support. They may be able to make adjustments to help you in your work environment (MIND 2).

To support your mental health, MIND has developed resources that allow you to create your own Wellness Action Plan (WAP). These help you identify and be aware of your triggers, early warning signs and symptoms; understand how mental health could impact your performance; and to explore what support you need from your manager or your employer. The guide includes advice on how to raise your WAP with your line manager, as well as tips for how to stay well at work. WAPs are suitable for all employees, not only those who are experiencing poor mental health.

Where available, you can ask (or your employer may refer you) for support from occupational health. You may have access to counselling or other psychological therapy, for example through an employee assistance programme (EAP) Access to Work and Remploy can help you to overcome the challenges of health conditions and disabilities in work. Your own GP is able to further advise, treat or refer you.

Alternatively, there are a range of charities that can also provide mental health support, including:

• Samaritans are available to anything that is upsetting you, including intrusive thoughts and difficult thoughts of suicide and self-harm ( 116 123, [log in to unmask])
• Saneline offers emotional support and information (0300 304 7000, www.sane.org.uk)
• Campaign Against Living Miserably (CALM) supports men experiencing distressing thoughts and feelings– 08005 58 58, https://www.thecalmzone.net/
• The Silver Line supports individuals over the age of 55 by providing information, support and friendship (0800 470 8090)
• Switchboard supports anyone identifying as gay, lesbian, bisexual or transgender (0300 330 0630, [log in to unmask]).
• Mind Infoline provides information on local mental health support services that can support you (0300 123 3393, email [log in to unmask])
• The Helplines Partnership provides a directory of all the helplines available in the UK, which you can search to find the best telephone support service for you (https://helplines.org/helplines/)

Resources

The Mental Health at Work website is a collaboration between the Royal Foundation and MIND. It provides documents, guides, tips, videos, courses, podcasts, templates and information from key organisations across the UK, all aimed at helping you get to grips with workplace mental health. https://www.mentalhealthatwork.org.uk/

The Affinity Health at Work Wellbeing Hub collates evidence and tools on a range of wellbeing tools, including on common mental health disorders at work. These are grouped in accordance for the employee, the manager and the organisation. http://affinityhealthhub.co.uk/explore-evidence-and-tools/common-mental-health-problems

Mindful Employer is a UK-wide, NHS initiative. It is aimed at increasing awareness of mental health at work and providing support for businesses when recruiting and retaining staff. www.mindfulemployer.net

Business in the Community is a network that provides toolkits on Mental Health, Suicide prevention and Suicide postvention to help employers support the mental health and wellbeing of employees. www.bitc.org.uk

Mental Health First Aid England aims to train individuals within organisations to champion mental health by developing the skills we need to look after our own and others’ wellbeing. https://mhfaengland.org/

The Health and Safety Executive’s Management Standards cover six key areas of work design that, if not properly managed, are associated with poor health, lower productivity and increased accident and sickness absence rates. Resources on how to assess and intervene are available on their website. http://www.hse.gov.uk/stress/standards/

References

ACAS (2018). Managing Staff Experiencing Mental Ill-health. http://www.acas.org.uk/index.aspx?articleid=6064

CIPD (2018). People Managers’ Guide to Mental Health. https://www.cipd.co.uk/knowledge/culture/well-being/mental-health-support-report

MIND. Support yourself at work - Download our Guide to Wellness Action Plans. https://www.mind.org.uk/workplace/mental-health-at-work/taking-care-of-yourself/guide-to-waps-employees/

MIND. Disability discrimination. https://www.mind.org.uk/information-support/legal-rights/disability-discrimination/types-of-discrimination/#.W8Ss-3tKjIU

Nick Pahl | CEO
Society of Occupational Medicine | 20 Little Britain
| London | EC1A 7DH Tel: 0203 478 1047