Earlier this year I commissioned an independent survey involving over 2,000 UK employees across various industry sectors. My aim was to delve deep into the prevailing landscape of mental health challenges and support structures in workplaces across the nation.
The survey targeted full and part-time employees aged 18 and above, seeking insights into their experiences with mental health support in the workplace and their own mental health struggles. The discoveries are staggering.
In this article by outlining key insights from this research I provide an understanding of the gaps in mental health crisis support and HR training – and highlight the urgent need for stigma-free mental health resilience training and detection strategies.
Please note that you may find in this article triggering. If you are affected, please contact an organisation that can give you advice and support such as Samaritans on 116 123 any day, any time.
1 in 4 employees bothered by thoughts of suicide or self-harm
25% of UK employees reported being bothered by thoughts that they would be better off dead or of hurting themselves in the two weeks prior to the survey. This means that approximately 8.24 million adults in the UK are ‘in crisis’, as defined by the charity Mind. Expand that timeframe to the past year, and the figure increases to one in three (36%) UK workers in crisis. This alarming pattern is not exclusive to the UK; I observed similar trends in the U.S. (32%) and Canada (36%), emphasising that this is a global issue requiring attention from employers and governments worldwide.
Mental health and suicide have often been overlooked in the workplace as health concerns, whereas this research indicates that it’s also a societal issue in which workplaces and employers have a significant role and responsibility to support their teams. The numbers are worse for the younger generation in work – 41% of 18-24 year olds reported having these thoughts in the two weeks prior to the survey.
The impact of the workplace on mental health
Almost 1 in 10 (9%) respondents report that they have contemplated death as a result of their work or within the workplace. While some employees already arrive at work experiencing psychological stress, for others, the workplace environment or tasks contribute to these feelings. Over the past year, over one in three (35%) say they have experienced emotional distance from others, and a third (32%) have felt isolated or withdrawn.
These feelings are much higher in those under age 45. Entry into the workforce during the pandemic means many younger employees have not benefited from workplace interactions in a world where remote or hybrid working is the norm. And those slightly older in this cohort are likely experiencing financial and family worries.
Understanding employee needs in mental health support
What do people want from their employers? Half (49%) would like to be offered professional support, while a quarter (25%) express interest in being offered digital mental health self-help tools. These tools, when backed by clinical research, are effective and anonymous.
Interestingly, women are slightly more likely to seek more specific workplace actions, such as paid time off (41% of women versus 39% of men), and 41% would appreciate a reduction in workload to help minimize pressure, compared to 34% of men.
Unfortunately, less than half (46%) expect their manager would refer them to mental health resources if they were suffering from depression that was impacting their work, and just over a third (35%) would anticipate a reduction in workload.
Around 1 in 10 expect to be told to deal with it in personal time, while some expect their careers to be impacted by criticism of their work or judgment of their ability to perform (9%) or opportunities for advancement being withheld (8%).
Improvements needed
Employees have mixed feelings about their workplace’s approach to mental health. While 45% of respondents agree that their workplace is proactive in addressing and supporting the mental health of employees, and 42% say their workplace offers effective tools to address serious mental health concerns, this means over half of employees disagree with these statements. Additionally, 33% feel their employer is overlooking serious mental health issues.
Adding to the issue, four in 10 (41%) state that their employer’s approach to mental health is more of a ‘check box’ exercise rather than actively addressing the issue. 38% say they feel their employer sees mental health as a personal or out-of-work issue, rising to 45% of 25-34-year-olds. This mindset risks hindering efforts to create a supportive work environment and could discourage employees from seeking help when needed.
The workplace support burden
Out of those surveyed, an impressive 36% have received training on assisting colleagues with severe depression. However, this leaves a concerning 64% without this vital knowledge. Four in 10 (41%) are uncertain about how to help a colleague, and those in leadership positions appear ill-equipped – 3 in 10 (31%) say they have experienced a manager who inappropriately responded to a colleague showing signs or symptoms of mental illness.
Individuals are not only impacted by their own mental health struggles but also by those of their colleagues. A quarter (26%) have recently been concerned that a colleague may harm themselves or try to take their own life, and a concerning 15% have experienced a colleague either attempting or losing their life by suicide.
Mental health first aid training is a great skill to have, but cannot be relied on wholly. It is a huge burden to carry for people whose day job isn’t being a crisis therapist. And is it fair? If someone fails to help someone in a crisis, what impact does that have on that person and the wider work environment?
Establishing a stigma-free psychological safe space
Creating a stigma-free environment where employees feel safe to discuss their mental health is paramount. AI can play a part here, helping to mitigate mental health crises and serve as a crucial support when employees aren’t comfortable discussing their worries with another person. In the workplace, it provides an anonymous, stigma-free space to seek help, fostering a culture of openness and support.
AI has been shown to accurately detect over 82% of people in crisis, providing another layer of detection and helping build mental resilience skills without the employee having to overcome the stigma barrier and ask for support. AI-triggered digital SOS interventions include personal safety plans, grounding exercises, and access to crisis resources. These tools help employees manage their distress effectively.
Despite the AI’s encouragement to call helplines, we find that only 2.4% of Wysa users actually do so, highlighting the need for alternative support systems, as even in a crisis people are often still not ready to talk. The personal safety plan is the most utilised digital crisis feature, chosen by 49.2% of employees in crisis.
Conclusion
With significant gaps in current support systems and HR training, it’s clear that more comprehensive, stigma-free mental health resilience training and effective detection strategies are needed. Employers must prioritize creating environments where open conversations about mental health are encouraged, and where both digital tools and professional support are readily accessible. Addressing these issues is crucial to ensuring the well-being and safety of all employees.
About the author
Sarah Baldry is chief marketing officer at Wysa, the global leader in AI-driven mental health support, offering services through employers, insurers, and healthcare providers. Its emotionally intelligent conversational agent uses evidence-based cognitive-behavioral techniques (CBT) and soft skills training to enhance mental resilience. With over 6 million users across 95 countries, Wysa works with corporate clients including Vitality Insurance, NHS, L’Oreal, Bosch, and Colgate-Palmolive. For more details, visit www.wysa.com.
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