EMPLOYMENT
Mental health
Let’s talk Anthony Edwards Partner T: 01722 427 714 E: anthony.edwards@wilsonsllp.com
KEY POINTS • If you feel you are experiencing mental health problems, talk to your manager • If you are an employer, make sure there is an effective mental health policy in place • Foster a culture of openness within the organisation • Small adjustments can make a big difference
A positive approach to addressing mental health in the workplace
M
ental health is making headlines for all the right reasons. Stephen Fry, JK Rowling, Ed Sheeran and Lady Gaga have all spoken out about their personal mental health problems. The Duke and Duchess of Cambridge and Prince Harry are spearheading a campaign to end the stigma around mental health. The Government has ambitious expansion plans for mental health services. We all have mental health, and like our physical health, it can deteriorate. The mental health charity MIND reports that around one in four of us will experience a mental health problem each year. Yet when it comes to the workplace, we are still reluctant to mention mental health and its impact on employee and employer. With nearly 16 million working days lost annually to mental health issues, it’s time to face up to the problem. Wilsons partner and employment law specialist Anthony Edwards says that when it comes to dealing with mental health issues at work, prevention is always better than cure. “We need to build a workplace culture that promotes more understanding of and sympathy for people who have mental health
“It’s not uncommon for employees to hide their mental health problems. It’s so important to talk about it” EMPLOYMENT Here at Wilsons we represent both employers and employees and provide timely, knowledgeable and practical advice. Our Employment team understands that a business is only as successful as its people and that a well-supported workforce is one that is more
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difficulties and use non-confrontational ways to find solutions that benefit both parties.”
OPENING UP It’s easier said than done, but a lot of trouble can be avoided if people are open with each other. Says Anthony: “It’s so important to talk about it. It’s not uncommon for employees to hide their mental health problems; they’d rather just not say, or feel they can handle things so it won’t affect their performance. Or simply they fear the consequences of being honest about mental illness.” But downplaying the issue can create difficulties in the workplace. And all too soon it can be too late to resolve the situation positively. The employer-employee relationship breaks down and both parties find themselves in a formal dispute before the Employment Tribunal. This outcome can further damage the employee’s mental health. And for the employer, it can be a major distraction from running the business.
CULTURE COUNTS The right workplace culture helps avoid reaching the point of no return. The starting point, even for small businesses, is to have a mental health policy. This policy acknowledges that people do suffer from mental health problems and promotes a culture of openness and discussion from the beginning. It means
likely to make the business successful. We are here to assist employers navigate what can seem like an evershifting sea of rules, regulations and HR issues with specialist, up-to-the-minute, advice. Our team can also guide and assist employees at each step of their careers, from pre-contractual discussions through to exit terms.