ADVERTORIAL: LEGAL AND FINANCIAL NEWS
.
132
ROY DUNS: HOW TO SUPPORT MENTAL HEALTH AT WORK their absence.1 There may, therefore, be a greater need for employers to appreciate how to manage mental ill health sensitively. This requires taking a different approach than they might with other forms of illness. When employers create workplace cultures where people can be themselves, it is easier for people to speak about mental health concerns without fear. If companies can also offer support through their employee benefits packages, it is likely that mental health problems will be dealt with before they become more severe. This could cut down on suffering as well as save money in treatment costs and absenteeism.
How can employers play a greater role in supporting the mental health of employees? Events like Mental Health Awareness week are helping more people to broach the subject of mental health. But we still live in a world where people face challenges getting the help they need.
Work is a big part of most adults’ lives – and therefore the workplace is a key setting for understanding and addressing the problem. Many workers are still reluctant to talk about their mental wellbeing. For instance, 45% of employees who take time off work due to their mental health give another reason for
As part of their cover, many ‘employee assistance programmes’ (EAPs) offer cognitive behavioural therapy or counselling to support psychological wellbeing. These programmes can provide invaluable support to those with one or several issues, whether those relate to work, legal matters, relationships, money or health. Moreover, proactive and preventative services provided through EAPs have been shown to be highly effective. Employee benefits provider Unum says that counselling provided through its programme improves mental health for 92% of its users.2 Deloitte calculates that the return on investment in workplace mental health intervention averages £4.20 for every £1 spent.3 Offering this kind of support should be combined with providing managers, and employees themselves, with the skills and autonomy to deal with the causes of stress within their teams, so as to improve employees’ health, job satisfaction and productivity. But perhaps the most important insight for employers to recognise is that there is no single solution to the problem. No two employees – or indeed organisations – are the same, and therefore responses need to be tailored to the specific risks and needs of a workforce. There are several steps employers can take to address the causes and symptoms of stress in the workplace.
THE
islander Due to a large demand, we are now offering a postal subscription for the magazine. This is being offered at cost price.
• UK & Europe 15 eu per issue • USA & Rest of the World 25 eu per issue A minimum order of 6 months to be paid in advance. Payment by Credit/Debit Card
NEW POSTAL SUBSCRIPTION SERVICE!