Stress-related absence levels have risen and the working environment continues to put pressure on individuals. This is often as a result of modern technology preventing individuals from switching off, long working hours and high operational demands on individuals taking precedence over wellbeing.
All of these factors take their toll on an individual and, ultimately, result in high stress levels, poor productivity and absence. There is a strong correlation between stress-related absence, mental health problems and presenteeism, which have knock-on effects to an organisation, which can find itself faced with escalating absence costs and potential litigation from employees for work-related stress.
In order to mitigate these issues, support structures need to be in place within the organisation. Embedding healthy working practices, education and training are critical. By working with occupational health and HR, a well-rounded service can be provided, maintaining boundaries but recognising rehabilitation and support that can be offered by such channels.
Additionally, psycho-education in the workplace can improve understanding of mental health concerns and result in a more supportive workplace culture. This helps to promote wellbeing and diversity, but also addresses presenteeism, supports returns to work and enhances creativity, resilience and interpersonal skills in the workplace.
Employee assistance programmes have been shown to reduce absence levels, improve individuals’ abilities to cope with the demands of their job and promote positive attitudes among employees. A recent survey of 944 managers and employees [title and publication date to come] found 79% of manager respondents have seen an increase the number of male employees citing anxiety and stress as reasons for absence.
More than two-thirds (68%) of male employee respondents say they have been reduced to tears as a result of feeling stressed or anxious at work. Just under three-quarters (71%) also regret not coming forward sooner about their mental health.
Counselling accounts for 77% of the usage of EAP services, which has risen over the past three years. In the last two years, there has also been a year-on-year increase in the number of calls relating to low-level mental health problems, such as stress, anxiety and depression.
These have been related to emotional, employment and finance issues. Of these calls, around 60% have been work-related.
While outcomes for helping returns to work are positive, greater partnership working is required between EAP providers and employers in order to reduce the stigma associated with mental health issues in the workplace, promote wellbeing and encourage a supportive culture for open, positive discussions around stress and work-life pressures.
Box: Key points
- Stress-related absence has increased
- There has been a year-on-year increase in low-level mental health problems.
- 60% of calls to employee assistance programmes (EAPs) have been work related
- 77% of people accessing EAPs require counselling support
David Price is group director at Health Assured
