By Nick Zygouris, Chief Clinical Lead at Onebright

In today’s fast-paced work environment, the significance of mental health policies within the workplace cannot be overstated. The average individual spends a considerable portion of their life at work, so establishing robust workplace mental health policies and strategies is essential for fostering a resilient, engaged, and loyal workforce.

Statistics indicate that one in four people will experience a diagnosable mental health condition in a twelve-month period, and an even higher number will experience sub-clinical conditions.

The implementation of a mental health policy is not just beneficial but necessary for supporting employee health and wellbeing, as well as promoting prevention. Such policies not only assist in maintaining productivity but also play a crucial role in retaining employees within the workplace and reducing attrition.

For organisations embarking on the journey to craft and implement a workplace mental health policy in 2024, or those evaluating the efficacy of existing policies, this article offers comprehensive guidance on developing a policy that effectively supports your employees’ mental health needs.

The essence of a workplace mental health policy

A workplace mental health policy serves as the foundation for a company’s approach to mental health. It outlines the vision for preventing and supporting people with mental health difficulties and for promoting mental wellbeing among employees. An effective policy is accessible to all employees and equitable across all protective characteristics. It is also subject to annual reviews to ensure it remains relevant to the evolving needs of the workforce.

The benefits of a mental health policy for employees

Research from Public Health England has highlighted that individuals with mental health conditions are often found in precarious employment situations characterised by part-time or temporary hours, high turnover, and low pay. This underscores the importance of a comprehensive mental health policy that equates mental health with physical health and fosters a supportive work environment. Such a policy not only aids in maintaining employment but is also pivotal in promoting overall mental health and employee retention.

Leadership and cultural change

For a mental health policy to be genuinely effective, it must be championed by the organisation’s leadership. Business leaders and managers who openly discuss mental health contribute to a culture of trust and care, encouraging employees to focus on prevention and seek help early.

Best practices in mental health policy development

To develop best practices in mental health policies for the workforce, it’s important to focus on several key areas:

1.    Work environment and mental health: Recognise that proper work conditions benefit mental health. A supportive work environment offers a sense of confidence, purpose, and community. Conversely, poor working conditions, such as excessive workloads, inflexible hours, and discrimination, can significantly risk mental health. Addressing these psychosocial risks through organisational interventions is crucial. These include flexible working arrangements and frameworks for workplace violence and harassment.

2.    Managerial training and support: Train managers in mental health awareness to help them recognise and respond to employees experiencing emotional distress. This includes building open communication and active listening skills and understanding how job stressors affect mental health. Providing training in mental health literacy for all workers can also reduce stigma and improve workplace culture.

3.    Promoting mental wellness: Encourage practices supporting mental health, such as wellness days, where employees can take days off for mental health reasons without impacting their vacation or personal time. This approach recognises the importance of mental health in achieving high productivity and improves overall employee satisfaction.

4.    Leveraging technology: The increased use of telehealth services has shown the potential for digital tools to support mental healthcare. Employers should consider integrating these tools into their mental health policies to provide accessible employee support.

5.    Addressing stigma: Reducing stigma around mental health is fundamental. This can be achieved by normalising mental health discussions, sharing success stories of overcoming mental health challenges, and ensuring inclusive support for employees with mental health conditions.

6.    Inclusion and Accessibility: Ensure the workplace is accessible and inclusive, especially for employees with disabilities who may face additional mental health challenges due to stigma and discrimination. Embracing technology can help make workplaces more inclusive.

7.    Focus on resilience: Building resilience within the workforce is critical. This involves supporting employees through challenges and recognising the importance of mental health in creating a productive, engaged workforce.

Developing and implementing a mental health policy is fundamental to creating a supportive work environment. Such policies not only aid the wellbeing of employees but also contribute to the overall resilience and productivity of the workforce. By adopting a comprehensive, flexible, and collaborative approach, businesses can ensure their mental health policies effectively meet the needs of their employees, fostering a culture of care and support that benefits everyone involved.