Demand for workplace mental health support has grown significantly over the last few years, and failing to invest in tailored, practical support can cost your business far more in the long run.
For example, in 2022, Deloitte discovered that the cost of poor mental health to UK employers sat at an estimated £56 billion, comprising absenteeism at £6bn, staff turnover at £22bn, and most significantly, presenteeism at £28bn.
The autumn and winter months can be a particularly challenging time for anyone suffering from poor mental health. The darker mornings and nights can lead to circadian rhythm disruptions, shorter days give us less exposure to sunlight affecting our serotonin production levels, and loneliness or financial concerns can often be compounded in the run-up to Christmas.
However, there are steps you can take to help, and the option you choose will depend heavily on the level of support each of your employees requires.
Counselling
You may think that employees will always come to you if they’re struggling with their workload, stress, or outside pressures that are affecting them while they’re at work.
However, they may be wary of coming to you due to embarrassment, fear of being seen as incapable, or concern that it will negatively impact their career progression. Whether offered in-house or by an external agency, access to regular and confidential counselling sessions that fit an employee’s schedule and life outside the office can provide a safe and impartial outlet for their stress.
Mental Health Training
Mental Health First Aiders can be a vital component of identifying the first signs of mental health issues at work. By training some of your employees to become Mental Health First Aiders, they can help proactively promote wellbeing in the workplace, provide a comforting, non-judgemental presence for those team members who need someone to listen, and signpost people to professional help where necessary.
Mental Health Days
When we’re sick, we all need some time to rest, recover, and come back to work raring to go. The same can be said for mental health. Adding a set number of mental health days to your employees’ holiday entitlement can go some way to helping them take a break when it all gets a little too much, or proactively work on their mental health to maintain a healthy work-life balance.
Return to Work Support
Being signed off work due to poor mental health is a daunting, but unfortunately necessary, prospect for many UK workers. Upon returning, they may worry about what sort of reaction they will be met with from their line managers and colleagues. However, by providing practical support that meets them where they are, such as phased returns, flexible working, or training them for a different role that may be more suited to them, your employees can ease back into working life without feeling judged, blamed, or pressured to immediately pick up the pace.
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Acumen Employee Benefits Ltd, FRN 916905, is an appointed representative of Acumen Financial Planning Ltd, which is authorised and regulated by the FCA, FRN 218745. The content within this article is for information purposes only and should not be regarded as advice.