1. Supporting Staff Experiencing Mental Ill Health
Richard Frost
Lead, MINDFUL EMPLOYER

2. What is mental ill health?
Supporting line managers to support staff
How MINDFUL EMPLOYER can help your business

3. What is Mental Health?
Definition: Mental health is a state of wellbeing in which the individual realises his or her own abilities, can cope with the normal stresses of life, can work productively and fruitfully and is able to make a contribution to his or her own community. (World Health Organisation)
Mental ill health – Definition varies.
A wide spectrum, from the worries and grief we all experience as part of everyday life to the most bleak, suicidal depression or complete loss of touch with everyday reality. 3

4. The Mental Health Continuum
Minimal mental wellbeing
Maximum mental wellbeing
Janet
No diagnosis. Enjoys being sociable and is very productive at work
Sally
Diagnosed with depression. Employed but signed off work by GP
Tom
Diagnosed with bi-polar disorder. Does not affect his full time work in any way
Kofi
No diagnosis. Anxiety at work affecting his ability to concentrate or work with others.
No Diagnosis
Diagnosis
(Adapted from “Mental Health Promotion: Paradigms and Practice” K Tudor 1996) 4

5. Supporting Managers to Support Staff

6. Let’s Talk When might a manager need to talk?
Worried about someone or colleagues raise concerns
There are changes in someone’s behaviour
There are performance issues
Member of staff asks to talk

7. I can’t talk It’s important to understand the reluctance to talk:
Fear of the response
May not see relevance or connection
Person themselves may not recognise signs – although many people have good insight
Self-imposed pressure to cope – not coping equals ‘failure’
Asking for help equals ‘failure’
… how would you feel? 7

8. Best Practice Supporting presence:
Mentally healthy, supportive work environment – informal and formal
Regular 1:1, appraisal & feedback
Mental health awareness training for line managers
Ensure staff are aware of the support available
Managing absence:
Keep in touch
Reasonable adjustments, phased returns and return-to-work plans
Liaison with GPs and health professionals
Document conversations, agree action & review

9. Key Principles
By Employers, For Employers
Good Practices not ‘Great Promises’
Adapted and Adopted
Safe People not Scary Places
Supported by MINDFUL EMPLOYER Advisory Group

10. MINDFUL EMPLOYER provides
Easily accessible information and resources
Signposting to supporting agencies
Links to other employers who may have had
similar experiences
Local employer networks
Training in mental health awareness
Films & Publications for managers & staff
Practical, hands-on support

11. Charter for Employers who are Positive About Mental Health
Aspirational – not an accreditation
Completely voluntary
Working towards better practice
Supportive reviews
Over 1750 signatories since 2004
MINDFUL EMPLOYER Plus

12. 01392 677064 www.mindfulemployer.net @mindfulemployuk
@mindfulemployuk
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