In recent years we have all become much more aware of mental health issues that affect us. Some managers feel that mental health issues are too often used as an ‘excuse’ for failure or not doing what is required, and they may be right.
It is a difficult balance we all need to negotiate. Most of us are not medical experts. When someone says that they are suffering from stress, depression or anxiety, we don’t really understand what that means or know whether to believe them.
As employers, we have a 'duty of care' towards our employees. This means that we need to do all we can – within reason – to support their health, safety and wellbeing. This infuriates some employers. They feel that they have suddenly become ‘responsible’ for the mental health issues of their employees.
I can see their point. On the other hand, work is so integral to who we are and how we operate that, if things are not good at work, mental health issues are an almost inevitable consequence. As I have said before, people are ‘messy’ and we have to deal with them ‘as they are’. Failure to deal with this issue head-on can lead to poorer performance, conflicts in the workplace, frustration, lost income, tribunal claims, negative publicity, costs and a whole host of other consequences.
There are 5 basic strategies that I would advise you adopt when tackling all mental health issues with employees. I am happy to share these with you for free – are you willing to engage?
We are offering a free one-hour seminar on strategies for dealing with mental health issues. If you would like to subscribe, please contact us here.
I am a qualified employment law solicitor with over 25 years' experience working for the most part with employers. All businesses are vulnerable to tribunal claims from employees. My firm…
