Mental Health in the Workplace Alex Connor Senior Health Improvement Practitioner

The Business Case It is estimated that a total of 2.2m working days are lost every year through mental ill health in Scotland (SAMH, 2007) Each case of stress-related ill health leads to an average of 29 working days lost per person per year (CITB) 34% of mental health service users are dismissed or forced to resign work because of mental health issues (Read & Barker) 53% of service users in employment are fearful of revealing their mental health problems to employers (MIND 2001) 30% unemployment among people with disabilities but 72% for people disabled through mental ill health (Disability Rights Commission Scotland)

Benefits of a mentally healthy workplace People who have experienced a mental health problem can be more aware of their own strengths and weakness Providing support at an early stage can prevent escalation of a condition Staff will feel supported and valued resulting in a healthier, more motivated and productive workforce Employment or other valued activity is key to maintaining positive mental health Your reputation and profile will be enhanced as a responsible and well managed organisation helping to attract and keep employees

Legislation relating to workplaces The Health and Safety at Work etc Act 1974 The Equality Act 2010 The Act protects all workers At every stage of the recruitment process During employment In relation to harassment At termination of employment During any redundancy programme

Protection for People with Mental Health Problems Can disclose problem at any point Employers must consider ‘reasonable adjustments’ from time of disclosure Direct discrimination, victimisation, harassment and a failure to make adjustments that are reasonable can never be justified

Reasonable Adjustments Employers: Have a duty to provide reasonable adjustments Must negotiate reasonable adjustments with employee Financial burden not an automatic reason not to make adjustments Examples of reasonable adjustments

Job Retention Strategies Positive perspective on mental illness Job satisfaction A good fit between the job and the individual’s skills and abilities Supportive and well trained management Early intervention and sufficient time off work to aid recovery Individually tailored return to work programmes and workplace adjustments

Creating a Mentally Healthy Workplace Working conditions Staff consultation Clear expectations Stigma and discrimination Pace and style of work Regular supervision and appraisal Provide reasonable adjustments Reward achievement Promote healthy lifestyles

Health at Work Tel: Healthy Working Lives Adviceline