52|Retail News|July / August 2024|www.retailnews.ie
Employment Law
Promoting positivity in the workplace Catherine Hayes and Linda Hynes of Lewis Silkin examine the issue of mental wellbeing in the workplace and identify steps retailers can take to promote a positive work environment.
WITH summer holiday season in full swing, many employees have taken, or are planning, a break from work. For most, it’s an opportunity to relax and unwind from the stresses that work can bring. Employers have a positive obligation to limit stress in the workplace and to support employees’ mental health where possible. But aside from the importance of measures like ensuring employees take a proper break and use their annual leave, how far does this obligation actually go? In this article, we look at why retailers need to think about the mental health of their employees and what they can do to promote a progressive and positive workplace. Why does it matter? The fact of the matter is stress and mental health has a real impact on both employees and the business - it can affect productivity, team morale, retention rates and sickness absences days. Employees who don’t feel supported are more likely to bring grievances, bullying complaints, go on stress related sick leave, resign and/
or bring claims against their employer. Employee “burnout” is an all-too-common phenomenon. It is recognised by the World Health Organisation as being the result of “chronic workplace stress that has not been successfully managed”, and can result in employees feeling exhausted, stressed and debilitated from a constant state of overwhelm. Changes in recent years to the ways in which we work have added another dimension to this. While the trend of remote or hybrid working has many benefits when it comes to improving work-life balance, conversely, it can also often result in employees feeling disconnected from their work colleagues or unsupported by their organisation. The employer’s ability to identify or recognise signs of stress amongst employees early can also be more challenging where employees are working remotely, and where it may be harder to get that in-person engagement with them. With employees in Ireland now having a statutory right to request remote or flexible working arrangements, and where greater flexibility in terms of remote working
options continues to be a key component in attracting and retaining talent, retailers need to consider whether their existing approach to ensuring good mental health in the workplace is still effective, and what they can do to ensure their employees who are working remotely are properly supported. The potential costs associated with poor employee mental health and well-being can be substantial, yet it is often possible to avoid these outcomes, or at least limit their impact, with early interventions and by putting systems in place that do not necessarily involve a significant financial outlay for employers. What steps can retailers take? Instead of reacting to a situation that has already arisen, employers are increasingly looking at ways of proactively avoiding the situation arising in the first place. Some steps they can take include: Removing the stigma around mental health: The issue of mental health and well-being should not be taboo. Employers need to