In work support

The number of people experiencing mental health issues in the workplace is high.

Nearly 2 in 3 employees experience at least mild symptoms of anxiety and depression according to research conducted by Champion Health (2023).

Moreover, poor mental health accounts for more than half of work-related illnesses according to the Health and Safety Executive.

The causes of mental health issues at work can vary, they include:

• violence, harassment or bullying
• discrimination or exclusion
• excessive workload or working hours
• lack of control and agency in role
• organisational culture allowing negative behaviours
• lack of support, training, or clarity over role
• job insecurity, redundancy, etc
• poor work-life balance
• insufficient regulatory or policy protection
• inadequate support from colleagues and leadership.

It is important to note, not everyone will show signs they are struggling with their mental health. Some people may be struggling with little or no signs.

Below are some of the most common signs:

• increase in sickness absence
• decrease in productivity
• increasing mistakes or lapses of concentration
• lacking motivation or confidence
• appear withdrawn, less communicative or avoidant
• changes in appearance or hygiene, e.g. appearing dishevelled, or tired
• changes in mood, behaviour, or emotions.

A safe and healthy work environment is a fundamental right and there are legal obligations for employers to ensure the health, safety and wellbeing of everyone at work. Healthy workplaces are mutually beneficial.

From an employee perspective, a healthy workplace encourages personal development, increases confidence and self-worth and allows us to thrive and flourish.

From an employer’s perspective, supportive mechanisms often lead to lower absenteeism and staff turnover and increased productivity and profitability.

Employers have a ‘duty of care’ to their workforce which requires them to do all they reasonably can to support their staff’s health, safety and wellbeing at work.

Risk assessments should be carried out to identify any occurrences or situations that would place you at risk both physically and mentally whilst at work.

The organisation should also have HR policies and procedures in place to protect staff and ensure the handling and resolution of employment issues. These include:

• Safeguarding
• Whistleblowing
• Equality, inclusion and diversity
• Absence management
• Bullying, harassment and discrimination
• Discipline and grievance
• Health and safety
• Flexible working
• Working time

Most new employees are required to read the organisation’s core HR policies as part of their inductions. As an employee you should have access to the policies and procedures governing conduct, behaviour, etc. If you don’t know where they are, you can ask your line manager or your HR/Personnel department.

Some of the policies listed above also have corresponding legislations which protect the rights of employees and employers must adhere to, such as:

• Health and Safety at Work Act (1974)
• Working Time Regulations (1998 & 2007)
• Employment Rights Act (1996)
• Equality Act (2010)
• Data Protection Act (1998)

To find out more information on HR employment law, visit The Advisory, Conciliation and Arbitration Service (ACAS)

If your mental health is negatively impacting your work or vice versa, you may find adjustments to work will support you. These changes made by your employer to support your wellbeing at work are often referred to as ‘reasonable adjustments’. Reasonable adjustments can be for a fixed period of time or a permanent change. Some examples are below:

• special or modified equipment to support work related tasks
• flexible working
• reducing or compressing hours
• change to environment, e.g. working from home, quiet room etc
• training or coaching opportunities to support personal development.

You can request reasonable adjustments to your manager or HR representative at any time throughout both recruitment and employment. It would be helpful to provide information about how you are currently disadvantaged or challenged and the practical adjustments that would help you navigate those at work so that your employer can understand and review your request.

You may be referred to an Occupational Health professional to assess the supportive measures that could be put in place supporting your mental and physical health needs. Their recommendations are usually shared with you and the report also provides clear guidance to your manager as to what is considered ‘reasonable adjustments’ in relation to your role and needs.

To understand the scope and legal requirements around reasonable adjustments visit the following websites:

• The Advisory, Conciliation and Arbitration Service (ACAS)
• Citizens Advice

Flexible working refers to arrangements that can be made to various aspects of work to support an employee’s other commitments, work-life balance, and wellbeing. Typically, flexible working includes the following adjustments:

• working hours and pattern, e.g. reducing hours, compressing hours, etc.
• location, e.g. working remotely, hybrid, etc.
• use of flexitime or TOIL (time out in lieu) to start and finish work at different times.

There are other arrangements aside from those above. They can also be formal (with an amendment to an employee’s contract) or informal arrangements – for either a temporary period or permanent.

Visit the Government’s website to find out more about the types of flexible working.

Flexible working arrangements support a person’s mental health, wellbeing and work-life balance in numerous ways depending on the individual and their arrangements. Below are some of the ways:

• supports people to manage their commitments outside of work, e.g. caring or parental responsibilities, long-term health conditions, disabilities, etc.
• reduced stress levels due to greater flexibility and control
• increased positivity and resilience at work
• increased motivation, job satisfaction, and performance
• allowing time to pursue personal development, interests, etc.
• supports individual variations in energy levels, mood, etc.
• promotes positive sleep routines.

Yes, from 6th April 2024, flexible working requests can be made on your first day of employment. Employees can make two requests within a 12-month period. The employer will be required to consult with the employee and respond to the request within two months of receipt.

You won’t have to explain how your request will impact upon your work or how to reduce the impact.

When considering flexible working arrangements supporting your mental health, you could think about the following aspects:

• Will your income be affected and how long can the wage reduction be sustained?
• Do you take medication and are there any side effects to consider? E.g. some medications might leave you drowsy at certain times of the day.
• Do you have medical appointments to attend and when would they be scheduled? E.g. weekly counselling.
• Do you have parental or caring responsibilities and when would be the optimum time to work without distractions?
• Would communication be challenging if your working location changed and what steps could lesson the impact? For example, if you went from working in an office to being home based, you may feel isolated from your peers, so you could schedule catchups.
• If your hours of work change will that be detrimental to work or home life? E.g. reduce efficiency, disrupt routines, etc.
• Would your means-tested benefits be affected?
• Would your statutory employment rights be affected?
• Would the change in work environment impact your mental wellbeing? E.g. if working from home, could you separate work and home to switch off.
• How long will be helpful for the arrangement continue? E.g. fixed trial or permanent.

Aside from legislative measures, most workplaces recognise the importance of mental health and have developed or invested in support programmes or mechanisms to support employee’s wellbeing. The following are some examples:

• Employee Assistance Programme (EAP): free, confidential support for mental health and wellbeing. Sometimes in the form of a 24 helpline, or sessions with a qualified counsellor for a fixed duration.
• Counselling services: this could be in-house or accessible via your workplace’s HR representative or occupational health professional.
• Mental health days: some workplaces provide a designated day you can use throughout the year when you need a day off to look after your wellbeing and perhaps undertake some self-care.
• Wellness Action Plan (WAP) or Wellbeing Plan: is a personalised plan completed by the employee aimed at identifying how to manage and support their wellbeing and mental health in work. Plans may vary but most include aspects that help keep you mentally healthy at work and those which may trigger a decline in your wellbeing. Signs to look out for if you are struggling with your mental health and the support you may need at this time. You can download a WAP from our Workplace Mental Health and Training page.
• Peer support: scheduled group meetings or one-to-ones with colleagues who openly share experiences to support other colleagues.
• Wellness programmes: employees take part in wellbeing activities such a mindfulness, yoga, meditation, etc.
• Mental health training: offered to management or first aiders to support others to recognise the signs that someone is facing mental health challenges and how to support them.
• Mental Health online support: online resources or toolkits to encourage awareness and knowledge around mental health matters and possible signposting to national or local support services.
• Quiet room: designated quiet areas at work where there is less disruption than the main office.
• Wellness room: dedicated private space for people who need a moment to be alone, calm, and quiet during the workday to focus on their wellbeing.
• Mental health initiatives: awareness raising activities in support of mental health and wellbeing throughout the year, could be held on awareness days

An EAP is a free, confidential work-based programme which helps employees address personal challenges that may affect their work performance, health and wellbeing.

Employees can usually self-refer to speak with a qualified counsellor, who can provide short-term support on a range of issues such as mental health, debt, caring responsibilities and legal issues.

Not every workplace has an EAP, and EAP’s can differ in what they offer employees. You should ask your manager or HR representative if your workplace has an EAP.

You are legally entitled to time off work for any physical or mental health challenges you are experiencing. As with physical ill health, if your leave is more than seven days you will need to provide a Statement of Fitness, which is provided by a medical professional (e.g. your GP) and gives details on your health. You would need to submit this to your employer.

‘Burnout’ is recognised by the World Health Organization (WHO) as an ‘occupational phenomenon’. While it is not a medical condition, it has been classified as a syndrome, meaning a collection of symptoms or signs associated with a specific health-related cause. Burnout is a state of physical and emotional exhaustion. It can occur when you experience long-term stress, for example, working a stressful job.

Common signs of burnout include:

• Feeling tired or drained most of the time
• Feeling helpless, trapped and/or defeated
• Feeling detached/alone in the world
• Having a cynical/negative outlook
• Self-doubt
• Procrastinating and taking longer to get things done
• Feeling overwhelmed.

For more information and resources visit our burnout page

Burnout isn’t something which goes away on its own. Rather, it can worsen unless you address the underlying issues causing it. If you ignore the signs of burnout, it could cause further harm to your physical and mental health in the future. You could also lose the ability and energy to effectively meet the demands of your job which could have knock-on effects to other areas of your life.

If you’re feeling burnt out at work, you can meet with your employer to discuss your experience and ask for help. Mental Health UK’s annual burnout report includes information on burnout and, crucially, advice for employees and employers to tackle burnout in the workplace.

Find further information on burnout and download our helpful tools and resources.