10th October, is World Mental Health Day and this year’s theme is ‘Mental Health at Work‘. It’s an ideal opportunity to refocus employers’ minds on why it’s so important to support employees’ mental health and what they need to do to really make a difference. Here we’ve put together three different perspectives to get your conversations started around this crucial topic.
The need for specialist-led mental health support
According to RedArc’s commercial director Christine Husbands, many employers already provide mental health support, but the effectiveness of this support can vary. She says:
“Employers may feel overwhelmed by the choice of support now available to their organisation and their staff…To ensure support is adequate for all, employers need to make sure it is provided by mental health professionals, is easy to access, meets the requirements of those with complex needs, and is not constrained by time.”
To address this, RedArc identifies three essential components of effective workplace mental health support:
- Prevention: A comprehensive mental health program should prioritise prevention by actively enhancing the mental wellbeing of all employees, including those hard to reach, such as remote workers.
- Timely, accessible support: Employers must ensure that mental health support is easily accessible and responsive. Quick and tailored interventions are essential for helping employees manage their mental health before issues escalate.
- Professional expertise: Employee mental health support should be provided by trained mental health specialists who can deliver targeted interventions, recommend appropriate therapies, and monitor progress.
Christine Husbands concludes: “Today is a good day to take stock and make the necessary adjustments so that all employees can depend on their employer’s mental health provision.”
Rising workplace stress: A growing concern for all generations
Meanwhile, research from GRiD, reveals that workplace stress and anxiety have now surpassed financial concerns as the leading health issue across most generational employee groups. For Baby Boomers, Millennials, and Gen Z workers, stress related to work—whether from overwork, job insecurity, or the pressure of hybrid working—has become the dominant concern.
Interestingly, for Gen X employees, stress linked to home life, including caregiving responsibilities and strained relationships, has overtaken both financial and work-related stress.
The shift towards work-related stress being the primary concern signifies that employers have a real opportunity to make a difference. While financial stress may be influenced by external factors, work-related stress is something that employers can control through better management, work-life balance initiatives, job design and supportive environments.
Katharine Moxham, spokesperson for GRiD, said: “It’s interesting to see that in employers’ eyes, the main driver for employee stress is now due to work itself rather than being financially-related. This is something that employers need to keep a close eye on, as it is in their control and an area in which they can make a real difference for staff.”
The boundaries between work and home life have blurred, particularly with the rise of hybrid working. This makes it more important than ever for employers to take a holistic approach to employee wellbeing, ensuring that support is available for both work and personal life stressors.
Perhaps unsurprisingly, (as GRiD’s role is to create awareness and understanding of group risk products and their benefits for employers and their workforce), they point out that group risk benefits are a comprehensive and cost-effective way for employers to meet these employees’ needs.
Empowering employees to take ownership of their mental health
While employer-provided mental health support is essential, arguably it’s equally important to foster a culture of personal responsibility for mental health.
In fact, this topic has sparked some interesting conversation among wellbeing professionals, and will be addressed in the opening debate of the Leaders’ Summit at MAD World, which will present both sides of the argument in response to the question: Individual Interventions vs Institutional Change: Which is the key to a healthy, happy, and productive workforce?
Towergate Health & Protection’s Debra Clark advocates for a balanced approach where employers provide the tools, and employees are empowered to take responsibility for their own wellbeing, stating that employees ‘should be supported by being given the means to take responsibility for their own mental health.’
The workplace offers a unique environment where employers can provide a foundation for personal responsibility. From offering mental health apps like Headspace that guide employees through mindfulness practices, sleep hygiene, and stress reduction, to hosting resilience training webinars, employers can equip their staff with the skills to manage their own mental health proactively.
Building resilience is also a key component of this empowerment. Training that helps employees cope better mentally and emotionally in a crisis and recover from setbacks can have a long-lasting positive effect. Resilient employees are not only more likely to maintain good mental health, but they are also better equipped to contribute effectively to the business.
Clark points out that this joint responsibility can be mutually beneficial: “If the employer provides the right tools for the job, then this can help the employee to take greater responsibility for their own mental health. Improving mental health behaviors will result in less absenteeism, less presenteeism, and so greater productivity and more profitable outcomes.”
To really get to grips with the debate around individual versus organisational responsibility for employee mental health and wellbeing, join the opening keynote at the MAD World Festival. This will take place on 17th October at 133 Houndsditch in Central London. You can find the full agenda here and register with a 50% discount using code MAD50. Or apply to join the Leaders’ Club to receive a VIP registration rate.
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