Time to Talk Day (1 February 2024) is an annual awareness day that focuses on starting conversations about mental health. The workplace can be fertile ground to get conversations started around mental health to help break the stigma and support employees who may be struggling.
On the legal side, an employee who has a mental health condition may be considered disabled under the Equality Act 2010, if their condition has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities. If their condition does fall under the Equality Act 2010, employers are under a duty to make reasonable adjustments if the employee or applicant is placed at a substantial disadvantage by a provision, criterion or practice imposed by the employer. These reasonable adjustments could include adjusting to a more flexible working schedule, changing the physical working environment or tweaking role responsibilities.
In terms of steps employers can take to create a workplace culture where mental health stigma is removed, and conversations around it are embraced, there are a number of ways in which this can be achieved.
Mental health first aiders are commonplace in businesses nowadays and play a huge role in getting workplace conversations started, whether that be privately on a one-to-one basis or as part of group conversations. The mental health first aid course is an internationally recognised accreditation where those qualified will learn to recognise warning signs of mental health issues and develop the skills to support someone who may be experiencing issues with their mental health. Having these mental health champions in an office will prove a priceless asset in helping to stimulate what can be difficult conversations and offer those struggling support if they would like it.
More widescale training around mental health for all employees is also a good idea, and more employers are implementing mandatory mental health training into their suite of training requirements for employees. Learners will obtain a holistic understanding of mental health, including common issues, strategies for maintaining good mental health and how to identify warning signs of mental ill-health in themselves or others.
Those with line management responsibilities should be given more in-depth training where possible. This could be either additional in-house training or undertaken externally with a specialised organisation. It is important for employers to encourage an open and safe environment for employees to discuss any issues they are having with their mental health, ideally with their line manager. Additionally, it can be very impactful and help embed an empathetic and inclusive culture if managers are able to share their own struggles around mental health, people are then more inclined to speak up and ask for support when they need it without worrying they will be stigmatised.
While tackling the stigma around mental health and starting conversations around the topic is of great benefit to employees, it also brings benefits for employers. By creating a safe and inclusive environment for people to talk about their mental health and get the support they need, employees are more likely to stay with an employer long term, which improves retention of top talent as well as reducing absenteeism and the costs associated with that, all while creating a healthy work culture, building mental health awareness and demonstrating a commitment to good practice.
Helen Burgess is an employment partner at Gateley Legal