How Can You Improve Your Employees Mental Health?
Let’s be honest—employees mental health in the workplace can be a tough topic to tackle. It’s not as visible as a broken arm or a cold, and it doesn’t always come with a clear-cut solution. But here’s the thing: ignoring mental health doesn’t make the issue go away. It just makes it worse—for your employees and your business.
Supporting your employees’ mental health doesn’t mean you need to be a therapist. It’s about creating a workplace where people feel supported, valued, and able to bring their best selves to work. Let’s break this down into why it matters, your responsibilities as an employer, and some practical steps you can take to make a difference.
Why Employee Mental Health Matters
When we talk about mental health, we’re talking about how people think, feel, and behave. It’s a fundamental part of who we are, yet it’s often overlooked at work. Maybe that’s because mental health is hard to quantify. It’s not like measuring sales or tracking deadlines.
But here’s a fact that’s hard to ignore: poor employees mental health costs UK employers £42 billion every year. That’s money lost to absenteeism, staff turnover, and something called presenteeism (we’ll explain that in a minute). On the flip side, investing in mental health can boost productivity, reduce costs, and create a happier workplace. So, where’s the downside?
Let’s dive into the specifics.
The Cost of Poor Mental Health at Work
If you think poor mental health doesn’t affect your business, think again. Here’s how the numbers break down:
1. Absenteeism
Mental health issues are a leading cause of employees calling in sick. Stress, anxiety, and depression can make it impossible for someone to show up, let alone perform well. In the UK, absenteeism linked to mental health costs businesses £8 billion every year.
And let’s be real—small businesses often feel this even more because every team member counts.
2. Staff Turnover
Replacing an employee is expensive. There’s the time spent advertising the role, interviewing candidates, and onboarding someone new—not to mention the knowledge and experience you lose when someone walks out the door. When mental health issues drive employees to leave, it costs UK employers another £8 billion annually.
Here’s the kicker: many employees don’t even tell you the real reason they’re leaving. They might cite “better opportunities” or “personal reasons,” but underneath, it’s often about how they felt (or didn’t feel) supported at work.
3. Presenteeism
This one’s the silent killer of productivity. Presenteeism happens when employees show up for work but aren’t fully functioning because of mental health struggles. Maybe they’re distracted, exhausted, or just going through the motions. Either way, the work suffers.
In the UK, the cost of presenteeism is staggering—between £17 and £26 billion every year. And it’s not just the business that loses out. Employees in this situation often spiral further into poor mental health.
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Your Responsibilities as an Employer
Supporting mental health isn’t just the right thing to do—it’s also the law. Let’s talk about your legal obligations.
Duty of Care
As an employer, you have a duty of care to your employees. This means you need to take reasonable steps to protect their health and safety. For mental health, this could include:
- Identifying risks (like long hours or high stress).
- Offering training to help employees manage workloads.
- Encouraging regular breaks and setting realistic expectations.
The idea isn’t to solve every problem but to create an environment where employees feel their wellbeing is a priority.
Disability Discrimination
Under the Equality Act 2010, mental health conditions like anxiety, depression, and bipolar disorder can count as disabilities. This means it’s illegal to discriminate against someone because of their condition. Discrimination could be:
- Denying promotions or opportunities.
- Treating someone differently because of their mental health.
- Creating a work environment that doesn’t accommodate their needs.
If this happens, you could face claims of unfair dismissal or even constructive dismissal, which could cost you more than just money.
Reasonable Adjustments
You’re also required to make reasonable adjustments for employees with mental health conditions. These don’t have to be dramatic or expensive. Often, small changes can make a big difference.
Examples include:
- Offering flexible working hours.
- Providing additional breaks.
- Reducing workload or reallocating tasks.
- Adjusting the physical workspace.
Need help figuring this out? Occupational health specialists can provide guidance tailored to your business.
Practical Steps to Support Employee Mental Health
Now that we’ve covered the costs and your legal obligations, let’s get into what you can actually do. The good news? Many of these strategies are simple and low-cost.
1. Talk About It
One of the best ways to support mental health is to create a culture where people feel comfortable talking about it.
- Start by normalising the conversation. Share resources or stories about mental health in newsletters or team meetings.
- Train managers to spot signs of mental health struggles and approach conversations with empathy.
- Make it clear that employees can ask for help without fear of judgement or repercussions.
2. Offer Flexible Working
Life is unpredictable, and mental health is no exception. Offering flexibility—like remote work, flexible hours, or part-time options—can help employees manage their mental health alongside their work responsibilities.
3. Invest in Resources
Even if you can’t solve every problem in-house, you can point employees to people who can. Consider providing:
- Access to an Employee Assistance Program (EAP).
- Information about local counselling or therapy services.
- Mental health training for managers and staff.
4. Encourage Breaks
It’s easy for employees to skip breaks when they’re busy, but this often leads to burnout. Encourage regular breaks—whether it’s a walk outside, a coffee break, or just stepping away from their desk. Sometimes, a 10-minute breather is all it takes to reset.
5. Celebrate Wins
Sometimes, all an employee needs is recognition. A simple “thank you” or acknowledgment of a job well done can go a long way in boosting morale.
What Causes Poor Mental Health at Work?
Before you can fix a problem, it helps to understand what’s causing it. Common workplace triggers include:
- Unrealistic expectations: When employees feel like they can never meet the mark, it takes a toll.
- Lack of support: Employees need to feel like their managers have their back.
- Toxic work culture: Negative attitudes, cliques, or bullying can make anyone dread coming to work.
- Burnout: Working long hours without breaks or recognition leads to exhaustion.
Final Thoughts
Your employees are your greatest asset. When you invest in their mental health, you’re not just helping them—you’re also strengthening your business. From creating a supportive culture to meeting your legal obligations, small steps can lead to big results.
Ready to get started? Take a look at your current practices and identify one or two areas to improve. Sometimes, the first step is just opening the door to the conversation.
